Why Am I Writing This Article—And Why Today?

 

I’ve watched too many leaders fail—not because they lacked vision, but because they were blinded by fear, ego, or misplaced loyalty. I’ve seen CEOs surround themselves with "yes-men" while sidelining their best performers. I’ve watched companies crumble because the wrong person was handed the reins at the worst possible moment.

The Real-World Consequences of Poor Succession

Here’s what happens when leaders get it wrong:

1. The Leader Who Trusted the Wrong Person

   • A CEO I knew relied on a long-time deputy who was loyal but grossly incompetent. When the CEO retired, the deputy took over—and within two years, the company lost key clients, morale plummeted, and top talent fled. The board had to step in, but the damage was irreversible.

   • Lesson: Loyalty without competence is a ticking time bomb.

2. The Boss Who Ignored High Performers Because They Didn’t "Fit In"

   • In another company, a brilliant strategist was repeatedly passed over for promotion because she wasn’t part of the leadership "inner circle." Instead, a less capable but more "likable" employee was promoted. When a crisis hit, the new leader froze—while the overlooked strategist had already left for a competitor.

   • Lesson: Favoring personality over skill is how companies lose their edge.

3. The Founder Who Couldn’t Let Go

   • A startup founder refused to groom a successor, believing no one could run the company like he could. When he unexpectedly fell ill, the company spiraled into chaos. Investors pulled out, and the business never recovered.

   • Lesson: If you don’t prepare for your absence, your legacy dies with you.

Why This Matters Today More Than Ever

We’re in an era of rapid change—economic uncertainty, technological disruption, and shifting workforce expectations. Companies that don’t plan for leadership transitions won’t survive. Employees today demand transparency and growth opportunities—if they don’t get them, they’ll leave.

A Call for Change

To leaders

• Stop promoting people just because they don’t threaten you.

• Start identifying and grooming real talent—even if they’re better than you.

• Build a culture where competence, not just loyalty, is rewarded.

To employees

• If you’re being overlooked despite your contributions, speak up—or move on.

• Your career shouldn’t be held hostage by someone else’s insecurity.

Succession isn’t just about replacing a leader—it’s about securing the future of an organization. The best leaders don’t just leave a company behind—they leave it in better hands than their own.

Have you seen poor succession planning destroy a company? Or have you been the high-performer who was ignored? Share your story—let’s start the conversation. 

#LeadershipFail #SuccessionPlanning #CorporateCulture #CareerGrowth