ABSTRACT
The appointment decision is a critical moment of truth in the management of succession, cutting through the rhetoric of how in principle succession should be managed, to clarify what happens in practice. It represents a summary of the organisational past. The appointments process, where outstanding candidates are short-listed and a quick selection decision is made, is an indication of an established legacy of robust succession within organisations. The appointments process depends on a clear specification of role requirements. This involves an acute insight into both the context and content of the role. The content of the role describes the specific leadership tasks and activities which will have most leverage in driving success. Typically many appointment decisions are contrived to ensure that those with most stake in the consequences of the decisions are excluded. The appointment decision is important. It is also important to manage the postappointment process to help the successful candidate get up to speed as quickly as possible.
