DB 3.docx - 1 After reading the article briefly summarize...

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1. After reading the article, briefly summarize the key points, concepts, strategies, lessons learned, etc. I feel like succession planning and leadership development are part of each other, or at least should be integrated with each other, and everyone’s leadership development and succession plan is different. In a previous discussion, I shared how everyone’s hiring process and benefits packages they offer are going to differ in some way, depending on the candidate the company wants, I think it’s the same for succession planning and leadership development programs. Companies should be developing their own programs not just observing what other places are doing and implementing them for the sake of having a program. I believe that the more an organization is invested in developing their own material, the more committed they will be to it and the bigger chances of sticking to it and revising it as needed to have the end results they are looking for. 2. What did you learn about yourself? This article was more of an affirmation (or confirmation?) for me. It reinforced things I already believe in about leadership and succession planning. They should always be integrated. Leaders should expect, even hope (!), to find and train great people to replace them. As a worship leader, I’m always wanting to find someone who can replace me or go in my place if I’m booked, so I felt that in the corporate world, God still wants us to do our best, so this should still be a standard thing. Unfortunately, a lot of people are too full of themselves and their ego to truly value finding someone to take over because instead of thinking about the wellbeing or the
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  • Spring '15
  • Want, Andrea Bettencourt, Courtney Ferris

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