ABSTRACT
Succession management needs to operate across a number of battle-grounds, short and long term, focused and wide-ranging. A coherent and consistent game plan relies on coordinating activity and aligning processes across three different arenas. These are managing the appointments process to improve leadership and professional capability; tracking those business risks that are emerging as "resourcing pressure points", and identifying and developing talent proactively to maintain a strong leadership pipeline for the future. Succession management, like a military campaign, has to fight across different fronts. At the front line, the battle is at its most intense. Making good selection decisions at all levels is important, but especially so at senior levels. Succession management is also a process where sufficient imagination and flexibility is needed to be receptive to the fresh thinking of talented individuals and to provide opportunities to test out new ideas.
