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Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within
0 references·16 citing·60 second hopsampled
Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within (1994)Effective Succession Planning: Ensuring L…Leadership succession planning for today’s digital transformation economy: Key factors to build for competency and innovation (2021)Leadership succession plannin…Moving the Goalposts (2019)Moving the GoalpostsLinking succession planning to employee performance: The mediating roles of career development and performance appraisal (2019)Linking succession planning t…Succession in the family business: drivers and pathways (2016)Succession in the family busi…Core entrepreneurial competencies and their interdependencies: insights from a study of Irish and Iranian entrepreneurs, university students and academics (2016)Core entrepreneurial competen…Trusted advisors in a family business's succession-planning process—An agency perspective (2015)Trusted advisors in a family …‘High potential’ programs: Let's hear it for ‘B’ players (2014)‘High potential’ programs: Le…For All Good Reasons: Role of Values in Organizational Sustainability (2012)For All Good Reasons: Role of…Examining the planning and management of principal succession (2012)Examining the planning and ma…Employability and talent management: challenges for HRD practices (2012)Employability and talent mana…Replacement planning: a starting point for succession planning and talent management (2011)Replacement planning: a start…The Pearls and Perils of Identifying Potential (2009)The Pearls and Perils of Iden…Developing tomorrow's leaders—Evidence of global talent management in multinational enterprises (2009)Developing tomorrow's leaders…School Leadership Succession and the Challenges of Change (2006)School Leadership Succession …Business succession planning: a review of the evidence (2006)Business succession planning:…Leadership excellence (2005)Leadership excellenceThe Managerial Grid (1994)Two Decades of Research and Development in Transformational Leadership (1999)Toward an Integrative Model of Effective FOB Succession (2004)Daughter Exclusion in Family Business Succession: A Review of the Literature (2010)Knowledge management and succession planning in SMEs (2012)Firm growth and its determinants (2013)Institutionalized Organizations: Formal Structure as Myth and Ceremony (1977)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. 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  • 2009The Pearls and Perils of Identifying Potential282 cited
  • 2006School Leadership Succession and the Challenges of Change257 cited
  • 2009Developing tomorrow's leaders—Evidence of global talent management in multinational enterprises256 cited
  • 2012For All Good Reasons: Role of Values in Organizational Sustainability219 cited
  • 2012Employability and talent management: challenges for HRD practices214 cited
  • 2006Business succession planning: a review of the evidence187 cited
  • 2005Leadership excellence127 cited
  • 2016Core entrepreneurial competencies and their interdependencies: insights from a study of Irish and Iranian entrepreneurs, university students and academics111 cited
  • 2019Moving the Goalposts108 cited
  • 2021Leadership succession planning for today’s digital transformation economy: Key factors to build for competency and innovation103 cited
  • 2015Trusted advisors in a family business's succession-planning process—An agency perspective94 cited
  • 2014‘High potential’ programs: Let's hear it for ‘B’ players93 cited
  • 2011Replacement planning: a starting point for succession planning and talent management91 cited
  • 2016Succession in the family business: drivers and pathways

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89 cited
  • 2012Examining the planning and management of principal succession89 cited
  • 2019Linking succession planning to employee performance: The mediating roles of career development and performance appraisal85 cited