an effective tool always under any condition considering the lead and transition time.

Q4) What are the critical success factors if the model followed by Energy Corps is to succeed?

Anthony Goodman informed Don Grunfeld well before about his retirement decision, and

thus they were able to patiently conduct an end-to-end succession planning process

(sufficient lead time should be there). Good faith and rapport between the executive and top

management.

Continuous and timely support and guidance from Stephen Miles, Heidrick & Struggles

consultant. This allowed them to move in the right direction.

An internal talent pool/list to choose from exists. This allowed Energy Corp to less

strenuously select from the internal pool in an Inside-Outside model of succession

planning(thus getting to choose from the best of both internal and external pools)

The board had a clear vision for the future of the organisation and a clearly articulated

measure (CEO Skills and Experience Profile-Exhibit 1) for its future CEO. The existence of

a sound organizational structure and business purpose is a critical factor. The Inside-Outside

model requires careful planning and dedicated attention by the board (wrt. Page 5).

Job rotation of the candidates in the internal evaluation process made it better for gauging the

critical experiential requirements of the new CEO (Exhibit 2)

Cultural and profile fit of the organization should match the individual interest/urge of the

aspirant

The assessment process and supervision deeply gauged the impact each candidate was having

throughout his area of responsibility. Developed and tracked business outcome metrics in

units managed by succession candidates