Development of Potential Leader Successors: Preparation Algorithm and Efficiency Criteria

Abstract

The purpose of this article is to justify the necessity of preparing potential successors by the company leader, identifying the directions of their training, and outlining the tasks in this field for the current leader. It is established that leadership involves managerial relationships between the leader and followers, based on an effective combination of various sources of power for the given situation, aimed at motivating people to achieve set goals. It is proven that the most crucial factors determining the effectiveness of top-level leaders include achieving relevant indicators allowing the company to sustainably develop in the future, retaining and increasing market share, producing products and providing services in demand by customers, continually increasing employment within the company, enhancing stakeholder satisfaction from collaborating with the company, improving the corporate social responsibility of the company, receiving recognition for leadership quality from experts, developing talented employees, and preparing potential successors. The article substantiates the algorithm for successor training, including the identification and determination of potential successors, creating a development plan for potential successors and its implementation, monitoring the behavior and results achieved by potential candidates, and transforming future development plans. The tasks assigned to potential successor candidates include managing larger-scale and structured projects, making complex personnel decisions, rotating in leadership positions and company branches to better understand the company's challenges, developing individual development trajectories for themselves and their subordinates' talents, organizing and implementing social and environmental projects, developing priorities for the managed department and the entire company, including proposed tools to be used for implementing these priorities, and presenting them to the company's management. Additionally, they involve participating in tests, training, and workshops organized by external experts.