When Leadership Gets “Entangled”: A Case for Succession Planning and Leadership Development
Headlines recently broke about a CEO and Chief People Officer finding themselves in an “entanglement”, for those of us who remember when that term went viral through the social media channels. I have to admit, I did giggle at the numerous memes that appeared on my feed. I also found many posts very timely in questioning the ethics and cultural detractors of the actions of these C-Suite Leaders.
But beyond the entertainment and commentary, this situation offers a timely leadership lesson: life happens, unexpectedly, publicly, and sometimes messily. For organizations, the question isn’t if disruption will occur, but when. The real test is whether the business is prepared to sustain itself when the unexpected strikes.
Why Succession Planning Matters?
Not all companies build succession plans. Some build succession plans around predictable milestones, like retirements or anticipated role changes. “Bob mentioned that he wants to retire next year, we should start looking for his replacement.” Sound familiar? But reality is far less predictable. Executives can face personal crises, controversies, health issues, or public scandals that remove them from their positions, temporarily or permanently.
Without a succession plan, these sudden vacancies can disrupt operations, shake employee confidence, and rattle investor trust. A prepared organization, however, has a clear path forward with identified successors or interim leaders who are equipped to step in and stabilize the situation.
Leadership Development: The Pipeline for Readiness
Succession planning alone isn’t enough. It needs to be supported by an intentional and ongoing leadership development strategy. Developing leaders at all levels ensures that when the unexpected happens, the organization isn’t scrambling to find a replacement for critical leadership roles. Companies that invest in robust and targeted leadership development develop a bench of capable, prepared, and trusted individuals ready to step up and lead. Effective Succession Planning and Leadership development should, at minimum:
Identify high-potential talent early
Provide development opportunities that build critical thinking, emotional intelligence, adaptability, and more that align with organizational strategy
Include personalized development solutions such as coaching and mentorship
Ask Yourself:
When was the last time you reviewed your succession plan?
Are you intentionally developing a diverse pipeline of future leaders?
Do you have multiple potential successors for critical roles?
How prepared is your team to step in if an “unexpected entanglement” arises?
We can’t predict every twist and turn in leadership, but we can prepare for them. A robust leadership pipeline isn’t just a nice-to-have; it’s a business continuity strategy.
Interested in strengthening your leadership pipeline? Let’s connect to explore how tailored leadership development can prepare your organization for whatever the future holds.