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LEADERSHIPSUCCESSIONMANAGEMENTBetter Boards Conference 2015
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0-40%
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ConclusionGood leadership is contingent, and can be defined, controlled and developed
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Leadership Succession ManagementA deliberate and systematic process to ensure leadership continuity in key positions
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15%
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40%
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70%
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“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.”
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ConclusionLeadership Succession Management is becoming mandatory yet only 20% of organisations do it well and 20-50% not at all
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Leadership Succession Your experience? When it worked well When it did not work so well
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The Succession Continuum
‘Fingers Crossed
’
Replacement Planning
Succession Planning
Succession Manageme
nt
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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?
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Implications for ALL boards Requires a defined process Requires making time It must start with identifying the
leadership needs of the organisation
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Discovery1
Evaluation
2
Development3
Decision4
Transition5
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Discovery1
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Performance
Tasks
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Evaluation
2
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DevelopmentOpportunities
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Development3
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