Negative Consequences Of Succession Planning

In a fast changing and highly competitive world, such as health care, the requirement for effective leadership within organizations is arguably the most critical aspect to running a successful business. Health care organizations with the most inspirational and effective leaders are often those which also lead the way when it comes to delivering high performance cultures, brilliant customer service and great places to work (Sweeney, 2013). When it comes to appointing the most senior people, getting it right can clearly have significant advantages. At the same time, as recent history has shown, getting it wrong can have disastrous consequences. Leadership change within any organization can greatly influence succession planning within an organization …show more content…
Succession planning will be valuable in replenishing the ranks within the organization. Having a high potential candidate in the area of leadership creates a sense of security and ensures organizational sustainability. Succession engrains organizational values in the minds of novice while promoting work engagement. In the area of leadership, engrained values taught with the succession program allows future leaders to lead in such a way that promotes organizational values. Those values are then transferred throughout the organizations each time an individual goes through mentorship. A successful organization will view mentorship as a key aspect to developing and retaining a deep bench of strong leaders (NCHL, 2010). Regardless of unforeseen circumstances the succession program will result in numerous candidates have the relevant experience, skills and competencies upon taking over outgoing leader’s role (Cotton, 2010). The benefit of implementing succession programs frequently will ensure a large talent pool of highly qualified individuals. This talent pool will ensure that new leadership will be afforded a seamless transition of leadership (Northcutt, Clark, Corinha, & Ashworth, …show more content…
If the organizations wants to develop underperformers then it must address the deficiencies with that individual. According to Tinson, Axe, & Berry (2011) those who undertook the mentorship stated that it had given them increased self-awareness and a clear understanding of it was the organization was requiring. As a result of mentorship, underperformers will be more confident in decision making and application of organizational values. The ultimate goal of mentorship is to have a talent pool that includes every employee within the organization. The strength of an organization is determined by its weakest link. When an individual who underperforms frequently changes their perception of themselves then others around will gain a new respect for them and their new role (Tinson et al.,