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How Great Organizations Use Succession Management to Sustain Competitive Advantage
For decades, succession management identified replacements for senior executives who, it was assumed, would eventually depart the organization through death or retirement. In many companies, the planning for succession was one of several “annual events,” without much thought given that the process could be deployed to develop and/or retain talented employees. These days, good workers are often lured away to competing organizations, and companies without strong succession processes are left hanging. Authors Fulmer and Conger explore how the competition for talent is changing, and how several best practice companies have used succession management as a source for strategic advantage.
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By Judy Martel