Succession Planning in Government Organizations

Succession Planning
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Ahmed Khator
Manager, Kenya

Succession Planning in Government Organizations

Few events in the life of an association are as critical, visible, or stressful as when the leader leaves. The eyes of every member, employee, customer, supplier, and stakeholder are focused on the outgoing executive director or CEO. How such an exit is managed reveals the character and effectiveness of that leader and association.
Once an individual is employed, the process of his replacement starts almost immediately depending on the post, its technical qualification, duration of training, labour force in the market and recruitment process.
A future transition must be prepared well in advance in a process known as succession planning. The process of succession of a CEO for example will be almost immediate since the term of a CEO is the shortest between three and six years while that of an office driver would not be immediate.
My curiosity is in the realization and implementation of this process by government technocrats so that they don't create a vacuum at the exit of current office holders. There is a feeling that government technocrats purposely ignore the succession plan in their departments in order to remain 'relevant'. What is your take?

  Osama Kamal
Management Consultant, Egypt
 

Study the Case of Egypt

I invite every expert to check what happens in Egy (...)

  Jaap de Jonge
Editor, Netherlands
 

Managers Have Ethics

@Osama Kamal: Of course managers have ethics, at l (...)

  John T Njovu
Business Consultant, Zambia
 

Succession Planning in Government Needs Monitoring

If there is a succession plan, then there should b (...)

  GABRIEL A OKRONIPA
Manager, Ghana
 

Fighting Favouritism by Government Succession Planning

I believe that if all government organizations cou (...)

  Mwangi Ngamate
 

Managing Leadership Change in Public Sector

Change must always be managed, there is no way out (...)

  Justina Princess Ezeuzoh
Nigeria
 

Succession of Leadership Important for Both Public and Private Organizations

I have always taken keen interest in succession pl (...)

  Gregory Johnson
Coach, United States
 

Succession Planning - Public/Private Sector

Throughout much of my career I have followed the s (...)

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