MHA 702: Study Guide Exam 4 | Questions and
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Terms in this set (56)
Who does succession plans normally CEOs and executive levels
focus on?
What is it called for middle managers Career Planning
and front-line supervisors?
What is the difference between career: prepares multiple candidates for a single
career and succession planning? position
succession: prepares a single successor for a single
position
Why should orgs create succession No apparent successor causes uneasiness and may
plans? negatively affect performance
orgs w/o plans leave the development of future
leaders to chance
orgs with plans are likely to have. smoother
leadership transitions
, What are the motivating factors CEO is responsible for Succession Plan - 4 years
behind creating a Succession Plan? before they step down
HR manages the proccess
Long Term: Succession Plans wil save an org
money
- no executive search fees
-continuity of leadership
What are the 5 Principles of CEO 1. CEO Succession Planning should be a board
Succession Planning? driven collaborative process
2. CEO Succession Planning must be a continuous
process
3. Key leadership competencies & criteria must be
defined for a successor
4. Goal of CEO Succession Planing is to bring the
right leader in at the right time
5. After transition, a post-succession assessment
should be done to evaluate the process
How do you groom a successor? Successor should be identified early in their career
to allow for developmental assignments that
provide insights and allow needed skills to be
acquired and honed
tasks should be diverse and expose successor to
all departments and operations
What are the pitfalls of grooming a - internal candidates may have ties that can
successor? complicate efforts to change org culture if needed
- successors may have limited
experiences/inappropriate
- if CEO/mgmt team have bad credibility, clean
sweep of team may be needed
- orgs need to assess their internal employees,
inside bench strength
Answers | Verified Solutions | 2026 Edition | Pass
Guaranteed | Louisiana State University
Save
Terms in this set (56)
Who does succession plans normally CEOs and executive levels
focus on?
What is it called for middle managers Career Planning
and front-line supervisors?
What is the difference between career: prepares multiple candidates for a single
career and succession planning? position
succession: prepares a single successor for a single
position
Why should orgs create succession No apparent successor causes uneasiness and may
plans? negatively affect performance
orgs w/o plans leave the development of future
leaders to chance
orgs with plans are likely to have. smoother
leadership transitions
, What are the motivating factors CEO is responsible for Succession Plan - 4 years
behind creating a Succession Plan? before they step down
HR manages the proccess
Long Term: Succession Plans wil save an org
money
- no executive search fees
-continuity of leadership
What are the 5 Principles of CEO 1. CEO Succession Planning should be a board
Succession Planning? driven collaborative process
2. CEO Succession Planning must be a continuous
process
3. Key leadership competencies & criteria must be
defined for a successor
4. Goal of CEO Succession Planing is to bring the
right leader in at the right time
5. After transition, a post-succession assessment
should be done to evaluate the process
How do you groom a successor? Successor should be identified early in their career
to allow for developmental assignments that
provide insights and allow needed skills to be
acquired and honed
tasks should be diverse and expose successor to
all departments and operations
What are the pitfalls of grooming a - internal candidates may have ties that can
successor? complicate efforts to change org culture if needed
- successors may have limited
experiences/inappropriate
- if CEO/mgmt team have bad credibility, clean
sweep of team may be needed
- orgs need to assess their internal employees,
inside bench strength
