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ill have a high impact on its future business growth. A comprehensive and customised leadership development plan can address gaps in leadership capabilities for future results. Organisations can successfully build a pipeline of capable leaders if they are able to address this pressing need.

Succession Management

Planning for potential successors to take over critical positions is an important part in organisational planning. Organisations use this method to ensure able replacements for critical positions in order to ensure business continuity whenever people in critical positions leave the company. However, succession management has to be executed in a systematic and efficient manner in a way that guarantees maximum transfer of knowledge and expertise to the potential successors. Well-designed and effective succession management requires careful examination of business plans and strategies. If not, when the time comes for the successor to take over the position, he/she will not be able to perform the task well.

Identifying potential successors for critical positions is also not an easy feat for HRD personnel. In large organisations, suitable individuals may be overlooked due to the absence of a systematic approach to talent identification. Some organisations only consider seniority of employees when looking for successor, thus ruling out really talented individuals from being selected. Best practice companies usually go through a detailed selection process whereby all the requirement and dimensions of critical position are assessed before the actual identification of potential successors take place. By adopting this process, the companies are able to find the right candidates which match their stringent requirements with the correct competencies that are needed to execute the job well in the future. The selection process has to be reviewed over time to keep up with changes in organisational requirements so that the identified potential successors who are selected have the right mixture of traits and competencies in view of the rapid changes in the business environment.

In addition, key competencies that are required to fill in critical positions should also be carefully considered. When planning for succession of critical positions, organisations need to chart the key competencies required to match the organisational needs. A mismatch will create future problems and conflicts.

CONCLUSION

With all the above discussion on the significance of leadership, we can conclude that organisations at large need effective and high-impact leaders who can help steer the organisation to greater heights. Although there is a recognised and impending shortage of capable and qualified leaders in the world today, we have to find ways to develop true leaders who can help build greatness in their followers.

In essence, only through effective leadership can help organisations thrive and increase their performance. The rapidly changing business environment clearly shows that organisations which do not respond to changes will not be able to survive the competition. Organisational leaders who are visionary enough will be able to anticipate what the future holds for them and start devising ways to steer the organis本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。