Innovative Succession Development

Organizations reaching a major milestone of entering S&P 500 rating used to stay there for 25-35 years. The cycle time of this rating has reduced to less than half, with the average lifespan of 10-15 years. 

Success of organizations was sustainable for a longer period of time with natural leadership and little need to develop a formal mechanism for filling the gap. On this burning platform - succession planning with the overall production engine is a critical organizational need. 

Let us go through some high level steps of making this transformation effective.

With the iterative, incremental, collaborative and innovative mindset, the two extreme layers of the leadership need to collapse and break barriers from top down and bottom up simultaneously. The methodology has inherent opportunities to nurture upcoming potential leaders while maintaining humility and will, to succeed in a bigger picture.

While talking to global executives recently (primarily based in the Middle Eastern region), we explored cutting edge methods for business and technology teams with a focus on the following three aspects:


    What is the purpose of leadership development?


    What is the current industry practice for empowerment?


    What is the recommended process for a sustainable succession?

    • Purpose: Empower to make strategic decisions
    • Practice: Keep making new mistakes
    • Process: Nurture leaders with humility

    Contrary to the popular belief that leaders are born and not developed - our methodology approaches this challenge differently. We enable organizations in developing leaders with the right culture and management style and nurture them from the grass root levels.

    Training can open the eyes and help us see things differently. It is the actual on-job collaborative coaching that brings sustainable results. 

    Your contextual questions on how to enable your organization in meeting this critical need are most welcome at

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