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    Succession Planning and Implementing

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    I am looking for leadership theory and development for a succession plan that explains a direction with steps to implement the plan with apa formatting with at least five scholarly sources.

    In many cases, any advance "replacement planning" is focused exclusively on senior positions. The typical approach involves identifying one or two potential successors, often based on feedback from the candidate's immediate supervisor. While this approach is common, it can result in missed opportunities for the organization. Ideally, an organization takes a more strategic, leadership approach to succession planning. This involves developing pools of talent at various levels of the organization, as well as taking a longer term approach to development. Succession plans ought to be linked to competencies and potential for both current and future business needs. Processes should organization, it should invariably consist of more than simply identifying a list of potential successors to senior staff. HOW IT WORKS IN PRACTICE After working through more than a dozen recent transitions, I am more convinced than ever that succession planning is an invaluable investment. Ideally, it forms part of an integrated strategy for identifying, developing, and retaining talent. Such a strategy takes time, energy, and commitment to devise and implement. While just creating a succession "plan" may be fairly simple, I found the real benefit came from the planning exercise—and from the related activities we engaged in as a result. STEP 1: UNDERSTAND STRATEGIC DIRECTION A strategic approach to succession planning starts with understanding an organization's strategic direction. Begin with the fundamentals: mission, vision, and core values. Analyze strengths, weaknesses, opportunities, and threats to understand the organization and the environment. Use this knowledge to pinpoint a competitive advantage. A solid foundation in these areas enables a clear grasp of the organization's strategic direction, goals and, ultimately, day-to-day activities.

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    Solution Preview

    I have outlined some ideas for you to use. I have included some references as well. Please use these to modify and create your own ideas from your knowledge and class to complete the assignment.

    Succession planning requires the company to look at the hiring process it uses, the people it hires, and the company and its future. For each of these, steps are taken to decide the best way to hire people and what skills are needed now and in the future.

    First is to examine the mission and objectives of the company. Everything a company does from opening the doors, making a product, deciding where the company wants to be, and who will work with them is decided based on these two things.The two keys to the company "represent the parameters for the future strategy development and leadership needs." (Kesner, 1989) One needs to think beyond the CEO as well. Other management level and middle management personnel must be part of succession planning. This is because the strategic planning, the second step in succession planning, determines what types of leadership is needed at those levels. ...

    Solution Summary

    This solution of 688 words provides suggestions for planning for succession and implementation in a company. References used are included.

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