Succession management, especially for senior leadership positions is one area of HR that probably gets highest level of attention from CEOs and Company Boards. Here I am using the phrase ‘Succession Management’ to represent organization’s capability to continuously grow high calibre leaders that can drive organization’s long term growth strategy and create a continuous supply of leadership talent that can be leveraged to fill any senior leadership vacancies that may arise in course of business. But in spite of many decades of discussions, dozens of sophisticated models and processes, very few organizations seem to have developed a sustained institutional capacity for ‘Succession Management’
