Editorial draft based on Alan's leadership themes. Final text subject to his approval.
An organisation identified a successor for a senior executive. The plan appeared sound on paper. Yet even before the successor arrived, the incumbent gradually found himself excluded from important conversations. The message was unmistakable: his contribution was no longer needed.
When the successor assumed charge, the departing executive completed what was formally required, but the deeper transfer never happened. Years of relationships, organisational memory and unwritten lessons were not fully passed on.
Identifying a successor is an administrative decision. Ensuring a successful succession is a leadership responsibility. Leaders must protect the dignity of the outgoing executive while equipping the arriving leader with the information and trust needed to succeed.
A thoughtful transition honours what has been built, creates space for the next person and preserves the institution. The chair can be handed over by appointment. Trust and institutional wisdom must be deliberately carried forward.