Introduction
Succession to top management is a high-risk decision for all organizations. The best way to plan for succession is to have a systematic program of development in place, and to have available a slate of qualified people for all significant managerial positions so that when a position becomes vacant, human resources can scan the list and recommend to decision makers multiple qualified candidates from whom a successor can be chosen.
Having the ability to test a number of people in highly responsible positions before making a decision is one of the safest approaches to succession. Yet even in this case, a successful charismatic leader is very hard to replace, so one must be sure that ...
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