No results found

Your search did not match any results.

We suggest you try the following to help find what you're looking for:

  • Check the spelling of your keyword search.
  • Use synonyms for the keyword you typed, for example, try “application” instead of “software.”
  • Try one of the popular searches shown below.
  • Start a new search.
Trending Questions

Succession Planning

Succession Planning

Charisma in Business Leadership

Oscar Lausegger, HCM Strategy Director at Oracle @OscarLausegger

While businesses gain much from charismatic leaders it is important to plan for what comes next

I recently came across an article in which the writer posed an interesting question: are ‘charismatic bosses’ more of a help or a hindrance to their businesses?

At first glance it seems an unusual question. Charismatic bosses can do something few other people can: they inspire employees and customers alike with a clear vision of their company. They communicate ideas with passion and they carry their audiences with them as they move into new markets, or drive new innovations.

They have an invaluable quality which cannot be bought or learned – likeability.

But there can be drawbacks.

For me, the biggest potential drawback to having a charismatic figurehead is that if companies are not careful they can look like they are too dependent upon that person, or that their CEO is the company. In that instance, succession becomes a burning issue.

If businesses want to make the most of a high-profile, inspirational leader, without suffering any long term ill-effects, HR has a crucial role to play.

 It is up to HR to ensure clear succession planning ahead of any change, and continuity when it happens so any turbulence within the company is kept to an absolute minimum. 

It is up to HR to ensure clear succession planning ahead of any change, and continuity when it happens so any turbulence within the company is kept to an absolute minimum.

HR can play an important role by providing the tools and analysis that can help the business best prepare for its future leadership requirements. This includes everything from being able to cultivate a strong talent pool within the organisation and map employee skills to potential future roles (up to and including the CEO) to identifying external contenders, or working with recruitment teams to find the future leaders of the organisation. As a matter of course HR should be creating the richest employee profiles possible, but should be doing so with succession planning in mind.

This way, businesses get to embrace all the benefits of charismatic leaders without raising their risk profile.

HR Recruitment and Social Media: Embrace Diversity and Congruence in the Workplace

Performance Management and Security Compliance: The Need to Take a Look under the Covers

Employee Engagement and Talent-Management: Productivity Means Knowing Your Employees

HCM Social Recruiting: It’s Time to get Serious about Social in HCM

Rethinking talent management for happier welfare: Putting people at the heart of an innovative European public sector

From the Pub to the Cloud: Making the case for cloud in public sector HR

HCM Social and millennials: Social Recruiting gets a reality check

Oracle Millennials and Mobility: Preparing for the Teletubby-trained mobile workforce

Learn More