【正文】 tics, many anizations lack a strong, viable succession management plan for their top positions.” “Companies with stronger leadership development systems enjoy higher returns on equity and profit than their petitors.” Source: DDI Top 12 reasons to implement succession planning 1. Meet the requirement of the Board of Directors and other stakeholders that a leadership succession planning process is in place. 2. Understand the hidden talents of your leadership team to optimize their utility in daytoday projects and initiatives. This raises productivity for the entire anization. 3. Optimal deployment of leadership talent creates a petitive advantage. 4. Use this knowledge base to flex the existing anization structure to the changing demands of the marketplace. 5. Extend the process quickly to collect data for anization design initiatives to assimilate new leaders post acquisitions and mergers. 6. Robust “people data” is very useful for downsizing situations so the right people remain in order to successfully rebuild. 7. Have strategic staffing needs drive the expenditures for executive education, thereby ensuring a suitable return on investment. Top 12 reasons to implement succession planning Continued 8. Having the strategic staffing needs of the anization drive people development efforts ensures these efforts are truly meaningful in the eyes of leaders involved in the learning, thereby making executive education and development actually contribute to retention. 9. Provide a framework to improve anizational culture by regularly and candidly discussing the strength of the current leadership team and the leadership bench. 10. Determine which specific key leaders are at high risk of leaving and create strategies to retain undesired losses. 11. Predict which key leadership jobs will bee open in the next 12 months. Prepare replacements with a sense of urgency or work for external replacements, thereby saving search fees. In either event, reduce problems associated with abrupt changes in key leaders. 12. Exert appropriate management control and proactively manage the process of having the right leaders in the right place at the right time. Source: Mark Caruso, Succession Planning: What Every CEO Should Know The Impact of Succession Planning ? To accelerate the development and improve the retention of talented people. This argument is particularly relevant to the development and retention of talented women, a group often neglected in anisations。Business Case for Succession Planning Dr. Elijah Ezendu FIMC, FCIM, FIIAN, FBDI, FAAFM, FAAPM, FCCM, MIMIS, MITD, ACIArb, ACIPM, PhD, DocM, MBA, CWM, CBDA, CMA, MPM, PME, CCIP, CMC Learning Objectives At the end of the course, participants should be able to do the following: 1. Identify the role of succession planning in ensuring business does not cease to be a going concern. 2. Identify the problem of overindulgence in talent war, as a means of using outsiders for every key position. 3. Identify the drivers of changing nature of work and their impact on anisational structure as well as implications for succession planning. 4. Explain the implications of business environment dynamics for business survival. 5. Identify how the management of succession can serve as terrific catalyst in enlivenment of business plan for achievement of anisational objectives. “A good plan is like a road map: It shows the final destination and usually the best way to get there.” H. Stanley Judd What is Succession Planning? “Succession Planning is the systematic identification and professional development of internal talent. It’s goal is to cultivate internal human capital in preparation for assuming leadership roles and other key positions that may bee vacant due to retirement, expected or unexpected separations.” LaCoya SheltonJohnson, Talent Management amp。 Development ? Information Systems ? Communication Systems ? Manufacturing Capacity Economic Factors ? Interest Rate ? Exchange Rate ? Taxation ? Availability of Credit Facilities ? International Trade ? Fiscal and Moary Policies ? Per Capita Ine ? Levels of Disposable Ine ? Business Cycles ? Drivers of Economy ? Level of Unemployment Environmental Factors ? Environmental Impact ? Climate Neutrality ? Clean Energy ? Pollution ? Triple Bottom Line ? Green Branding Issues ? Waste Disposal ? Recycling ? Sustainable Development Political Factors ? Pressure Groups amp。s succession planning so that it incorporated the pany39。 Lead Assessor and Member of Governing Council, Institute of Management Consultants。 Fellow, Institute of Business Development。 PartTime Lecturer