An article by Advanced Boardroom Excellence for Governance
First published by Governance, May 2014, Issue 239
Helen Pitcher argues that succession planning needs to be broader than simply board level appointments and should include identifying the talent pipeline within.
'… succession needs a 20-year horizon not the limited three- to five-year horizon that spans a typical CEO’s tenure. Interestingly, organisations that have focused in depth on such matters have had long-standing CEO’s, stellar performance and a clear and deeper focus on their talent, providing both formal development, stretch assignments and exposure to the board.'
