LSUS MHA 702 CH 10 LATEST ACTUAL
QUESTIONS WITH ACCURATE EXPERT
SOLUTIONS
Succession Planning. ANSWER -It is important to focus on ___________ for the most senior
executive position, a chief executive officer, (CEO).
managerial positions. ANSWER -Succession planning is useful for other...
career planning. ANSWER -Succession plans for middle managers are often more accurately
described by the term...
Succession Planning. ANSWER -Process that prepares a single, designated successor
Career Planning. ANSWER -Process that prepares several candidates for a single position
proactive; continuity. ANSWER -Succession planning is a _______ approach to ensuring
_____ of leadership.
5-10 years. ANSWER -A substantial number of senior organizational leaders are expected to
retire over the next...
uneasiness; negatively. ANSWER -When a successor is not immediately apparent, ----- is
intensified and may _____ affect organizational performance.
smoother leadership transitions. ANSWER -Organizations with succession plans are more
likely to have...
to chance. ANSWER -Organizations without succession plans are essentially leaving the
development of their future leaders...
time; effort. ANSWER -Considerable ----- & ----- may be required for outside persons to
understand organizations.
current CEO. ANSWER -The ----- is responsible for initiating succession planning.
Board of Directors. ANSWER -The ----- is ultimately responsible for appointing a successor.
4 years. ANSWER -Experts recommend that succession planning should begin _____ before a
CEO is expected to step down.
HR department; selecting. ANSWER -Ultimately, the ----- will have responsibility for
managing the succession planning process (NOT ----- the new CEO!)
1. eliminating executive search fees; 2. maintaining leadership continuity when inside person is
groomed & promoted. ANSWER -How does succession planning save organizations money?
1
, 50%. ANSWER -What percentage of a new CEOs salary does is often cost for executive search
fees?
Grooming an internal person to take over. ANSWER -What is traditionally considered a key
element of for-profit sector succession planning?
6 to 12 months. ANSWER -How long does it usually require an outside hired CEO to regain
the level that existed prior to the replacement?
1. should be a board-driven, collaborative process
2. should be 1 or the boards top 2-3 most important tasks
3. selecting a successor must be collaborative effort that includes current CEO, but is essential
the governing board has final accountability
4. Governing board/CEO should communicate openly about the process
5. Agreements/promises made by the board must be communicated to the succeeding
leadership & honored. ANSWER -What are the 5 Principles of Succession Planning?
continuous. ANSWER -CEO succession planning must be a -----process.
available, groomed, and ready to step in.. ANSWER -A successor should always be...
assignments; experiences. ANSWER -By identifying a specific successor for the CEO,
significant development ----- can be arranged to ensure appropriate ----- are encountered.
critical. ANSWER -Feedback loops are...
goals; timelines. ANSWER -Specific ----- & ----- should be created & monitored.
created; monitored. ANSWER -Specific goals & timelines should be ----- & -----.
as planned. ANSWER -It is important for the transition to occur...
exit strategy. ANSWER -A clear ----- should be developed for the outgoing CEO.
post-succession assessment. ANSWER -Once the transition has taken place, a ----- should be
conducted to evaluate the process.
what worked & what did not work. ANSWER -HR should review the overall effectiveness of
the program to help understand what?
significant developmental assignments. ANSWER -Succession planning should begin to
identify a successor early in the potential successor's career to allow opportunities for what?
To allow needed skills to be acquired and honed. ANSWER -Why are significant
developmental assignments important?
2
QUESTIONS WITH ACCURATE EXPERT
SOLUTIONS
Succession Planning. ANSWER -It is important to focus on ___________ for the most senior
executive position, a chief executive officer, (CEO).
managerial positions. ANSWER -Succession planning is useful for other...
career planning. ANSWER -Succession plans for middle managers are often more accurately
described by the term...
Succession Planning. ANSWER -Process that prepares a single, designated successor
Career Planning. ANSWER -Process that prepares several candidates for a single position
proactive; continuity. ANSWER -Succession planning is a _______ approach to ensuring
_____ of leadership.
5-10 years. ANSWER -A substantial number of senior organizational leaders are expected to
retire over the next...
uneasiness; negatively. ANSWER -When a successor is not immediately apparent, ----- is
intensified and may _____ affect organizational performance.
smoother leadership transitions. ANSWER -Organizations with succession plans are more
likely to have...
to chance. ANSWER -Organizations without succession plans are essentially leaving the
development of their future leaders...
time; effort. ANSWER -Considerable ----- & ----- may be required for outside persons to
understand organizations.
current CEO. ANSWER -The ----- is responsible for initiating succession planning.
Board of Directors. ANSWER -The ----- is ultimately responsible for appointing a successor.
4 years. ANSWER -Experts recommend that succession planning should begin _____ before a
CEO is expected to step down.
HR department; selecting. ANSWER -Ultimately, the ----- will have responsibility for
managing the succession planning process (NOT ----- the new CEO!)
1. eliminating executive search fees; 2. maintaining leadership continuity when inside person is
groomed & promoted. ANSWER -How does succession planning save organizations money?
1
, 50%. ANSWER -What percentage of a new CEOs salary does is often cost for executive search
fees?
Grooming an internal person to take over. ANSWER -What is traditionally considered a key
element of for-profit sector succession planning?
6 to 12 months. ANSWER -How long does it usually require an outside hired CEO to regain
the level that existed prior to the replacement?
1. should be a board-driven, collaborative process
2. should be 1 or the boards top 2-3 most important tasks
3. selecting a successor must be collaborative effort that includes current CEO, but is essential
the governing board has final accountability
4. Governing board/CEO should communicate openly about the process
5. Agreements/promises made by the board must be communicated to the succeeding
leadership & honored. ANSWER -What are the 5 Principles of Succession Planning?
continuous. ANSWER -CEO succession planning must be a -----process.
available, groomed, and ready to step in.. ANSWER -A successor should always be...
assignments; experiences. ANSWER -By identifying a specific successor for the CEO,
significant development ----- can be arranged to ensure appropriate ----- are encountered.
critical. ANSWER -Feedback loops are...
goals; timelines. ANSWER -Specific ----- & ----- should be created & monitored.
created; monitored. ANSWER -Specific goals & timelines should be ----- & -----.
as planned. ANSWER -It is important for the transition to occur...
exit strategy. ANSWER -A clear ----- should be developed for the outgoing CEO.
post-succession assessment. ANSWER -Once the transition has taken place, a ----- should be
conducted to evaluate the process.
what worked & what did not work. ANSWER -HR should review the overall effectiveness of
the program to help understand what?
significant developmental assignments. ANSWER -Succession planning should begin to
identify a successor early in the potential successor's career to allow opportunities for what?
To allow needed skills to be acquired and honed. ANSWER -Why are significant
developmental assignments important?
2
