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Article
Publication date: 1 April 1991

S. Robert Hernandez, Cynthia Carter Haddock, William M. Behrendt and Walter F. Klein

In this article a definition of “succession planning”is given, outlining the potential benefits and problems of implementinga successionplanning programme in a health…

Abstract

In this article a definition of “succession planning” is given, outlining the potential benefits and problems of implementing a successionplanning programme in a health service organisation, and factors critical for the success of such a programme are discussed. A case study is presented of one large health service organisation which recently implemented a successionplanning programme. In this case study, a brief overview is given of the organisational setting, the philosophy and objectives of the programme are outlined and the programme′s implementation and early outcomes are described.

Details

Journal of Management Development, vol. 10 no. 4
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 16 March 2012

Sally J. Zepeda, Ed Bengtson and Oksana Parylo

The purpose of this study is to examine principal succession planning and management by analyzing current practices of handling school leader succession in four Georgia…

Abstract

Purpose

The purpose of this study is to examine principal succession planning and management by analyzing current practices of handling school leader succession in four Georgia school systems.

Design/methodology/approach

Looking through the lens of organizational leadership succession theory, the practices of school systems as they experienced changes in school leadership were examined. Participants included superintendents, assistant superintendents, other central office leaders, and principals. A multiple‐case approach was selected with semi‐structured interviews providing the major source of data.

Findings

Findings suggest the following: there is a difference in the sense of urgency for the planning and management of the succession of principals; the development of aspiring leaders was identified as a critical component of planning and management of succession; mentoring was an essential practice through the succession process; and reliance on collaborative partnerships with outside organizations was highly valued.

Practical implications

The implications of the study include a call for further research to determine the differences in leader succession planning and management needs related to the varying contexts. In addition, the study implies that building collaborative partnerships with university preparation programs and other external professional development organizations may assist systems in the planning and management of principal succession.

Originality/value

The originality of this study stems from the lack of literature that directly examines the experiences and practices of principal succession. The findings can inform school system leaders of succession planning and management issues and practices that exist in the four systems studied. As leadership becomes more recognized for its impact on student achievement and school performance, it is imperative that succession is managed and planned to ensure sustainability and effectiveness.

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Article
Publication date: 11 May 2015

Jerry D. VanVactor

– The purpose of this paper is to present practicing management professionals with a model related to succession management and planning.

Abstract

Purpose

The purpose of this paper is to present practicing management professionals with a model related to succession management and planning.

Design/methodology/approach

Using a review of existent literature, this work examines and expounds upon the impact of succession management and planning as a potential genesis of, and an opportunity to mitigate, organizational problems related to senior executive turnover.

Findings

This manuscript presents a succession management and planning model for practicing professionals that is based on three key tenets: first, a plan (of some sort) is necessary for corporate resilience and sustainability; second, an organization has in inherent responsibility and need to plan for replacements and prioritize allocation of resources; and third, succession management planning aids in the establishment of organizational resilience and stability amid contingencies.

Practical implications

This work examines how, ultimately, succession management and planning is a means to risk/crisis management aimed at reducing gaps and associated problems related to changes among human capital distribution.

Social implications

While this work is written with emphasis placed upon managing transition among healthcare organizations and personnel, the information is equally relevant and applicable to a broader audience. In an applied sense, this model provides management professionals with concepts related to orchestrating change at both the individual and organizational levels.

Originality/value

While there is a dearth of literature examining succession management in a variety of industries, little information is directed specifically toward healthcare. This manuscript provides concepts related to effective risk mitigation via defined succession management and planning.

Details

International Journal of Public Leadership, vol. 11 no. 2
Type: Research Article
ISSN: 2056-4929

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Book part
Publication date: 24 November 2015

William H. Weare

It has been widely projected in the library literature that a substantial number of librarians will retire in the near future leaving significant gaps in the workforce…

Abstract

It has been widely projected in the library literature that a substantial number of librarians will retire in the near future leaving significant gaps in the workforce, especially in library leadership. Many of those concerned with organizational development in libraries have promoted succession planning as an essential tool for addressing this much-anticipated wave of retirements. The purpose of this chapter is to argue that succession planning is the wrong approach for academic libraries. This chapter provides a review of the library literature on succession planning, as well as studies analyzing position announcements in librarianship which provide evidence as to the extent to which academic librarianship has changed in recent years. In a review of the library literature, the author found no sound explanation of why succession planning is an appropriate method for filling anticipated vacancies and no substantive evidence that succession planning programs in libraries are successful. Rather than filling anticipated vacancies with librarians prepared to fill specific positions by means of a succession planning program, the author recommends that academic library leaders should focus on the continual evaluation of current library needs and future library goals, and treat each vacancy as an opportunity to create a new position that will best satisfy the strategic goals of the library. In contrast to the nearly universal support for succession planning found in the library literature, this chapter offers a different point of view.

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Article
Publication date: 27 July 2020

George Mihaylov and Ralf Zurbruegg

This article examines the relationship between financial risk management and succession planning in family businesses. Motivated by the Theory of Planned Behaviour, we…

Abstract

Purpose

This article examines the relationship between financial risk management and succession planning in family businesses. Motivated by the Theory of Planned Behaviour, we hypothesize that the use of professional risk management practices is associated with an increased likelihood that businesses adopt professionalized approaches to succession planning. We then investigate if succession planning professionalization is, in turn, positively related to the financial performance of family businesses.

Design/methodology/approach

We apply binary probit and ordered dependent variable regressions to unique data generated from a survey sample of Australian family businesses. To check the robustness of our results to potential endogeneity concerns we apply difference tests to propensity score matched sub-samples from our original cohort of respondents.

Findings

The results show that, in contrast to verbal or absent succession arrangements, formal written succession plans are both positively associated with the use of financial risk management practices and with superior financial performance in family businesses.

Originality/value

Our arguments and findings suggest that active financial risk management provides a platform for planning succession in family businesses, and that this links with improved short-term financial performance. In light of the critical role that succession plays in ensuring long-term business sustainability, our findings provide important and novel insights into the conditions under which family businesses are most likely to use formal professionalized succession planning.

Details

International Journal of Managerial Finance, vol. 17 no. 3
Type: Research Article
ISSN: 1743-9132

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Article
Publication date: 14 November 2017

Gihani S. Rajapakse and K. Kiran

The purpose of this paper is to explore succession planning in academic libraries, specifically to understand how succession planning is carried out and how the…

Abstract

Purpose

The purpose of this paper is to explore succession planning in academic libraries, specifically to understand how succession planning is carried out and how the decisions-making styles of library managers influence each stage of the succession planning.

Design/methodology/approach

A qualitative approach was used to gather data through a document analysis and interviews with library managers at four Sri Lankan university libraries. Data analysis was done applying the framework analysis (FA) tool.

Findings

The study revealed that succession planning has been practiced in Sri Lankan university libraries to develop a bench strength, skilled backup for key positions at all levels, while inculcating leadership competencies in their respective positions. The dominant decision style is the identifiable decision-making style within the succession planning process.

Research limitations/implications

The volume of the data obtained depends largely on the participants’ responses, and the interpretation of the data is subjected to minimum personal biasness of the researcher.

Practical implications

An understanding of how decision-making styles influence practices of succession planning contributes to assist library managers to carry out succession planning within the limitations of their autonomy to do so. The findings of this study benefit library managers in recognizing their own decision-making styles and the level of succession planning they have achieved.

Social implications

Library managers’ decision-making style can have an influence on how succession planning is carried out successfully at an academic library to ensure continuity of the library’s mission and vision.

Originality/value

This is the first known study to investigate how decision-making style of the manager influences each level of the succession planning at an academic library. The use of a systematic FA method for the qualitative data analysis reveals trustworthy results.

Details

Library Management, vol. 38 no. 8/9
Type: Research Article
ISSN: 0143-5124

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Article
Publication date: 4 September 2019

Zulqurnain Ali and Aqsa Mehreen

Leadership development practices develop future leaders for the organizations which are evidence for the proper utilization of organizational resources. The purpose of…

Abstract

Purpose

Leadership development practices develop future leaders for the organizations which are evidence for the proper utilization of organizational resources. The purpose of this paper is to integrate succession planning into the job demands–resources (JD–R) model to predict individual performance.

Design/methodology/approach

In total, 239 participants were drawn from commercial banks located in a large city of Pakistan through a structured questionnaire. The proposed model was tested through structural equation modeling.

Findings

The results from 239 participants suggest that succession planning has a direct and indirect effect on engagement and employee performance through the JD–R model. Furthermore, job resources and engagement mediate the association between succession planning and employee performance.

Research limitations/implications

The present study employed a cross-sectional approach, and all constructs were answered on a self-report questionnaire. Thus, the findings should be validated through a longitudinal design by employing a more objective construct.

Practical implications

The banks should adopt proactive succession system to improve individual and organizational performance. Succession planning helps the banks to reduce recruitment cost and promote internal hiring. This study supports the managerial decisions making by mobilizing skilled and talented employees in the sudden resignation of a bank employee.

Social implications

Succession planning seems an important development factor that directly improves employees’ well-being through the JD–R model.

Originality/value

The present study demonstrates the integration of the JD–R model into succession planning.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 8 no. 1
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 14 November 2016

Trang Thi Huynh

This paper aims to design a model of succession planning process for public and academic libraries in Vietnam.

Abstract

Purpose

This paper aims to design a model of succession planning process for public and academic libraries in Vietnam.

Design/methodology/approach

The model of library succession planning process was develop based on the findings of a two-phase research underpinned by transformational leadership theory. Data were collected from 172 responses of the online survey and 23 in-depth interviews in 13 public and 4 academic libraries in the Mekong region, Vietnam.

Findings

A library succession planning process with six steps was established.

Research limitations/implications

As the research takes place in both public and academic libraries, the overarching benefit of the present study is to provide library leaders in these sectors with practical understanding and knowledge about how succession planning process can be done, as well as to enhance management practices in Vietnam libraries and other organisations. Leaders from other types of library systems in Vietnam and globally can reference this model so as to know what to do and how to conduct this process confidently.

Originality/value

This study helps to fill the gap that succession planning in Vietnamese libraries has been done without a specific path. Library leaders in each organisation conducted it differently between public and academic libraries because the government has only issued general guides for all industries of the nation.

Details

New Library World, vol. 117 no. 11/12
Type: Research Article
ISSN: 0307-4803

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Article
Publication date: 1 December 2005

Sally Sambrook

The paper aims to explore some of the issues in voluntary succession associated with finding and successfully developing principal successors to ensure the survival and

Abstract

Purpose

The paper aims to explore some of the issues in voluntary succession associated with finding and successfully developing principal successors to ensure the survival and growth of small firms. It highlights the key issues identified, including recruiting employees with potential, considering the work/career motives of potential successors and ways of transferring organisational and personal/tacit knowledge from the owner‐manager to the successor, whether an internal employee or a new purchaser. An initial, simple model is presented, identifying three types of knowledge transfer and two tiers of succession.

Design/methodology/approach

Literature from entrepreneurship, organisation studies and human resourcing highlights the issues associated with succession planning. Qualitative research provides empirical data from four owner‐managers and employees.

Findings

Insight into the reasons why it is difficult to plan voluntary succession are provided.

Research limitations/implications

A recognised limitation of this research is the small sample size. Further research is required to explore whether these issues – and the proposed model – are indeed relevant across other small firms, and whether there are any differences in succession planning between growth and non‐growth oriented firms, and between family and non‐family firms.

Practical implications

The model can be used to analyse succession planning issues and develop successors.

Originality/value

The paper offers new insights into succession planning and the model provides a framework for developing successors.

Details

Journal of Small Business and Enterprise Development, vol. 12 no. 4
Type: Research Article
ISSN: 1462-6004

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Article
Publication date: 18 May 2010

Kathy Pennell

The purpose of this paper is to examine the idea that flexible job descriptions are vital options that would allow library managers the latitude necessary to promote…

Abstract

Purpose

The purpose of this paper is to examine the idea that flexible job descriptions are vital options that would allow library managers the latitude necessary to promote developmental opportunities in library succession management plans.

Design/methodology/approach

This paper uses supportive literature from both within and outside librarianship to examine the impact flexible job descriptions could have on the succession management process.

Findings

Traditionally, job descriptions have been constructed with a very narrow focus and could be construed to limit the ability to provide various opportunities for growth, particularly in a unionized environment. Flexible job descriptions may allow library managers more freedom in providing accelerated learning and development opportunities through a succession management program.

Originality/value

With the projected impending retirement of baby boomer library managers, libraries should explore the use of flexible job descriptions. Flexible job descriptions may aid in accelerating development opportunities for those employees who will fill the positions vacated by retiring managers.

Details

Library Management, vol. 31 no. 4/5
Type: Research Article
ISSN: 0143-5124

Keywords

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