Problem:
I am looking for leadership theory and development for a succession plan that explains a direction with steps to implement the plan with apa formatting with at least five scholarly sources.
In many cases, any advance "replacement planning" is focused exclusively on senior positions. The typical approach involves identifying one or two potential successors, often based on feedback from the candidate's immediate supervisor. While this approach is common, it can result in missed opportunities for the organization. Ideally, an organization takes a more strategic, leadership approach to succession planning. This involves developing pools of talent at various levels of the organization, as well as taking a longer term approach to development. Succession plans ought to be linked to competencies and potential for both current and future business needs. Processes should organization, it should invariably consist of more than simply identifying a list of potential successors to senior staff. HOW IT WORKS IN PRACTICE After working through more than a dozen recent transitions, I am more convinced than ever that succession planning is an invaluable investment. Ideally, it forms part of an integrated strategy for identifying, developing, and retaining talent. Such a strategy takes time, energy, and commitment to devise and implement. While just creating a succession "plan" may be fairly simple, I found the real benefit came from the planning exercise—and from the related activities we engaged in as a result. STEP 1: UNDERSTAND STRATEGIC DIRECTION A strategic approach to succession planning starts with understanding an organization's strategic direction. Begin with the fundamentals: mission, vision, and core values. Analyze strengths, weaknesses, opportunities, and threats to understand the organization and the environment. Use this knowledge to pinpoint a competitive advantage. A solid foundation in these areas enables a clear grasp of the organization's strategic direction, goals and, ultimately, day-to-day activities.