Leadership Succession
A Better Understanding of Leadership Succession
Glenn Reph
Doctoral Program in Leadership Studies
Gonzaga University
DPLS 701 Organization Theory
Professor: Dr. Caroline Fu
April 4, 2013
An Understanding of Leadership Succession
The big question asked by Waldman, et al (2001), “Does Leadership Matter?” may seriously come into play when top executive management members attrit. According to Cashman (2001), loosing top executive talent is very expensive and there is a brain drain coming due to the retirement of quality leadership. To exasperate the matter, now that the 2009 recession is ending and a recovery is underway, a number of executive leaders are considering the options to reposition themselves in the best jobs according to The Edge Report (2009). There will be big opportunities out there for quality leadership, and in the long run, it will be a seller’s market for those executive leaders with the most valuable skills as a new growth era dawns moving into the next decade.
According to The Herman Trend Alert (2009), demographics will also play an important role in leadership succession picture going forward. Last year, in 2012, the oldest of the 77 million Baby Boomers reached their 65th birthdays. With The Herman Trend Alert (2009) agreeing with Cashman (2001), this means that many firms will experience a major management and leadership “brain drain” that must be replenished; helping augment or partially answer the bigger question about leadership mattering.
Notably, firms are planning to bring in two-thirds of their new full-time employees in professional and managerial leadership roles. This factor should contribute to an increased volume of leadership succession (U.S. Hiring Forecast, 2009), therefore, better understanding of the issues surrounding leadership succession is key to a successful compelling and profitable future. Furthermore, it appears we may see an actual lack of leadership coming on the horizon for any organization
Glenn Reph
Doctoral Program in Leadership Studies
Gonzaga University
DPLS 701 Organization Theory
Professor: Dr. Caroline Fu
April 4, 2013
An Understanding of Leadership Succession
The big question asked by Waldman, et al (2001), “Does Leadership Matter?” may seriously come into play when top executive management members attrit. According to Cashman (2001), loosing top executive talent is very expensive and there is a brain drain coming due to the retirement of quality leadership. To exasperate the matter, now that the 2009 recession is ending and a recovery is underway, a number of executive leaders are considering the options to reposition themselves in the best jobs according to The Edge Report (2009). There will be big opportunities out there for quality leadership, and in the long run, it will be a seller’s market for those executive leaders with the most valuable skills as a new growth era dawns moving into the next decade.
According to The Herman Trend Alert (2009), demographics will also play an important role in leadership succession picture going forward. Last year, in 2012, the oldest of the 77 million Baby Boomers reached their 65th birthdays. With The Herman Trend Alert (2009) agreeing with Cashman (2001), this means that many firms will experience a major management and leadership “brain drain” that must be replenished; helping augment or partially answer the bigger question about leadership mattering.
Notably, firms are planning to bring in two-thirds of their new full-time employees in professional and managerial leadership roles. This factor should contribute to an increased volume of leadership succession (U.S. Hiring Forecast, 2009), therefore, better understanding of the issues surrounding leadership succession is key to a successful compelling and profitable future. Furthermore, it appears we may see an actual lack of leadership coming on the horizon for any organization
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