Nothing Succeeds Like Succession, Essay Example

In this context, I am trying to describe leaders and executive directors who do not consider the notion of their professionalmortality until when they are at sixties or fifties. At this age, they fight with the denial by insisting that they tighten their grip in power if considered. Other parties in the organization will start to device time and procedures to be followed whenreplacing a leader who is almost reaching his/her prime. The consequence of all this primal human conflict, which is one of the difficult challenges that nonprofit making organization are going to face. To solve the problem, the future of theorganization should be planned earlier in the future. International succession should be employed in the organizationshaving directors who are heading to the retirement age. When the organizations fail to manage such successions, it will kill both commercial and social entrepreneurs. Succession planning is one of the discussion topics, which is requested by many people on annual retreats that we facilitate. Even the individuals and organizations that have won a prize are stillstruggling on the procedure of handling transition leadership. The dominating personality traits for those who have builtpersonality traits in social organization include the ability to see through constraints of time and visionary approach to thesociety. Succession is unavoidable, but some leaders can neglect or delay succession planning. Stakeholders in variousorganizations should inquire to know if their directors have a planning on how and when succession should occur. Sir Fazle Hasan Abed is one of the visionary leaders who developed a realistic expectation in succession. He was the founderof BRAC and he won Kravis Prize several times. Another organization, which had a smooth leadership succession, is Helen Keller International. The leadership transition in this organization can be traced back to 1920. Leadership transitioncannot be planned too early. 10 years or more is enough for an organization to begin planning succession. In everyorganization, board members should know that one of their primary duties is to hire, evaluate, and replace the chiefexecutive officesr of an organization.