LEADERSHIP SUCCESSION

Who is called as a leader?

 "The task of the leader is to get his
people from where they are to where they
have not been."

 Before you are a leader, success is all

about growing yourself. When you
become a leader, success is all about
growing others.

 A Leader is a person who influences a

group of people towards the achievement
of a goal
Leadership: It is a process where by an individual influences a
group of individuals to achieve a common goal
Seven Core Leadership Competencies
 What does Succession mean: the act of succeeding, or following the order or line
of those entitled to succeed one another.
 The Successful Leader
Success needs to be measured not only by financial factors but also by the strength
of the people who, when a leader moves on, are able to step into his/her shoes. The
good leader achieves both.
 LEADERSHIP SUCCESSION
 Leadership succession is related to carry over a legacy of a leadership

 An Evidence-based Approach for Managing the Future

 leadership succession strategy is a valuable tool to grow future leaders and to
ensure continuous development within a shifting global economy. Success by
succession planning is an investment that business leaders are recognizing as
an important strategy in achieving the long-term vision of their organization.
 LEADERSHIP SUCCESSION PLAN
It is based on Performance management system of the
organization.

Leadership Succession Plan is not about just

identifying one leader such a director. It is also about
the team of leaders within the organization, who lead
others and handle major responsibilities
What exactly succession development or succession
planning is?
The Basics of Succession Development
SUCCESSION DEVELOPMENT

Succession development is an ongoing process of
identifying future leaders in an organization and
developing them so that they could move into the next
leadership roles. A well thought-out succession plan is vital
to the success of the organization because the individuals
identified in the plan will eventually be responsible for
ensuring the company is able to tackle future challenges.
These "high potential" candidates must be carefully
selected and then provided training and development that
gives them skills and competencies needed for tomorrow's
business environment.
 CONCLUSION

 There are many ways to improve leadership succession in education.

 Succession needs to be planned thoughtfully and ethically, and be an

integral part of every school and district-wide improvement plan.

 Deeper, wider pools of leadership talent must be created so that

succession issues are easier to resolve.

 Organizations or Schools need to cushion the departure of key leaders

and develop leadership capacities to provide a pool of growing talent

from which future successors may be selected.