Succession Planning

Following this, the Human Resource manager has an option of either to hire from outside or promote the existing employees to replace those who have left. Chip’s Widget is not different. The CEO has left to establish his private business. He leaves a gap which has to be filled from within. Most likely, the operation manager is in good position to succeed the outgoing CEO. Finally, CEO should practice inclusion in decision making. This was discussed previously as MBO. He should involve others and cultivate a culture of team work among employees (Coon, 2018). Strengths The current operation manager has a great ability of inspiration. His inspirational contact has diametrically affected the bottom-line of the Company. But what matters is how essential he has been quick in responding to an afterwards situation.

It is a concept in management that when an error is let unaddressed, several issues may arise and halt the business (Bryant, 2001). Even in situations where he has made unexpected impromptu choices, he has always had an option to remember incorporating his most knowledgeable team. This has enabled him reduce negative risk associated with fast decision made in crisis. The Current operations manager of Chip’s Widget has a great knowledge of technology. From the feedback we obtain from employees, they reveal that they feel being disempowered by his presence. His omnipresent strategy of leadership makes the employees feel that they should also be on duty always just as the operation manager. They have also expressed their inferiority to take up any responsibility in the presence of the operations manager since they need his approval to do anything.

Management requires that leaders be proactive and empower employees to do their work decisively (Feng et al, 2009). He should reduce being overcommitted since it also makes him inaccessible. This will still earn them respect in the long run. Disregarding popularity should also extend to appraisal. Performance appraisal should be conducted on the basis of specified metrics rather than being subjective (Feng et al, 2009). Leadership ought to come before friendship. The operational manager is also risk averse. This will reduce the contact he has with the worker. During this time, he should only spend a third of the day in physical contact with employees otherwise the rest should be conducted through email and instant messaging. Short Plan Action Employee Next Role Readiness Strengths Weaknesses Short-term Training Plan Target Date Mr.