SUCCESSION OF LEADERS -Dominic Collett
2017-10-16
This has been the most dificult article to write. With the recent exposé of unacceptable business behaviour and the current struggles of political leaders in court, it was di cult to nd motivation in re ecting what good we can take from these actions. On top of these events my mother passed away three weeks ago. She was a wonderful leader in her own right. So with this background I went on an unplanned YouTube binge. It started with watching the last speech Nelson Mandela gave to Parliament and was followed by four hours of other public engagements Mandela gave a er being released from prison.
What a role model! e most striking public interview was the one he gave in Harlem New York presented by Ted Koppel in 1990. He answered many di cult questions of which one was defending the ANC support for Castro, Gada and Arafat. What he demonstrated was a clear understanding of his position and that of the ANC and articulated a clear motive in his response. A clear and resolute stand in front of a di cult American audience.
We have recently seen election of new boards in the Business Chambers and are about to see a new leader of the ANC elected at the end of this year. What is pertinent at this stage is to re ect on the importance of succession planning in these leadership roles. Succession planning allows for the replacement of leaders due to their long term planned end of terms or their short term unplanned resignations. is succession planning allows for individuals to be identi ed and mentored in preparation of taking up their future responsibilities. It allows for individuals who show strong commitment to the values of the organisation to be mentored through a period of support and training to give them the tools required in dealing with the future day to day decision making.
Leaders cannot be sloth or dismissive of their ethical and duciary responsibilities. In fact on re ection the South African leader needs to go beyond these responsibilities to ensure social cohesion is sponsored and supported. Succession planning o ers a positive energy to the organisation giving it longevity and continued strength in achieving its goals and aspirations. It allows rejuvenation and strengthening of the commitment to ethical behaviour and supports the business success of the organisation. A real positive approach to the building of business and our society.
In conclusion, I am going to end with Mandela's 10 rules of success
(I think this was in hour three of the YouTube binge):
1. Demand Respect
2. Prove them wrong
3. Use your time wisely
4. Don't worry about labels
5. Be humble
6. Have heroes
7. Take a stand
8. Manage your emotions
9. Be willing to die for your cause
10. Speak with conviction.
Dominic Collett - Chairman of the KwaZulu-Natal Business Chambers Council