LEADERSHIP SUCCESSION MANAGEMENT Better Boards Conference 2015.

LEADERSHIPSUCCESSIONMANAGEMENTBetter Boards Conference 2015

0-40%

ConclusionGood leadership is contingent, and can be defined, controlled and developed

Leadership Succession ManagementA deliberate and systematic process to ensure leadership continuity in key positions

15%

40%

70%

“The role of the nomination committee is usually to review and make recommendations to the board in relation to: [ ] ensuring there are plans in

place to manage the succession of the CEO and other senior executives.”

ConclusionLeadership Succession Management is becoming mandatory yet only 20% of organisations do it well and 20-50% not at all

Leadership Succession Your experience? When it worked well When it did not work so well

The Succession Continuum

‘Fingers Crossed

’

Replacement Planning

Succession Planning

Succession Manageme

nt

3 Key Questions1. What capability do we need going

forward?2. What capability can we access?3. What do we need to do to close the

gaps?

Implications for ALL boards Requires a defined process Requires making time It must start with identifying the

leadership needs of the organisation

Discovery1

Evaluation

2

Development3

Decision4

Transition5

Discovery1

Performance

Tasks

Evaluation

2

DevelopmentOpportunities

Development3