Page 67 - Global Focus, Issue 2, 2018

Seven things to learn about succession in organisations | Emerson de Almeida

uccession as it really is: from feelings to 1. The continued development of managers
Spolitical games in organisations is the title of is a fundamental factor for good succession
a book prepared by the co-founder, professors Three stages have been detected in the
and managers of Fundação Dom Cabral (FDC), development of succession processes within
a world-class Brazilian business school. organisations. Some organisations handle
The book is the product of a four-year research succession as an event where a decision is
project that analysed succession experiences and made at some point in time concerning the
practices in several organisations both in Brazil transition from a predecessor to a successor.
and abroad. The study included succession cases Other organisations address succession as
both in companies and in FDC itself. These a precisely scheduled project.
organisations are at different levels of succession In other words, a task force is created to conduct
development and represent unique experiences. a process that includes the long-term plans for
Why do founders and executives not promote the organisation, the construction of the profile
awareness about succession? What challenges of leaders, the assessment of candidates’ skills
are specific to this process? How can you conduct and competences, the choice of the successor(s),
a peaceful and harmonious succession? the internal and external communication, up to
This article presents seven important things the management of the transition itself. But really
to learn about succession in organisations that advanced organisations conduct succession
may help answer these questions. as a process directly linked to the continued
development of their managers at all hierarchic
levels.
These organisations are aware that any
succession, be that of its highest executive or of the
youngest trainee, involving either internal or external
candidates, will impact the functions carried out
Some organisations handle succession by people at different areas and hierarchic levels.
as an event where a decision is made Knowing that, these organisations make the
at some point in time concerning the continued education of their leadership group
transition from a predecessor to a the foundation for their succession processes.
successor. Other organisations address These organisations are continuously pursuing
succession as a precisely scheduled project or reviewing their long-term goals, the
competences required from human resources and
individual performance assessments. This results
in a smoother, quasi-spontaneous, succession
processes, free from traumas and expectations.

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