Where Traditional Succession Planning Falls Short

A senior finance govt from a big public firm decides to go away on comparatively quick discover to hitch one other group. Since it will trigger vital disruption to the enterprise, the CEO and remaining govt crew shortly look to their management pipeline to see who’s able to step into the position. Though an inventory of successors had beforehand been created and mentioned, nobody feels assured that any of those leaders have what it takes to excel within the place. The CEO decides to do an exterior govt search, for months leaving the position to an interim chief who’s doing two jobs without delay. Outcomes undergo, the crew stagnates, and momentum is misplaced.