10
Sep
Lusia Kornelius and Zucky Bauleth-Nashima Succession planning within Public Entities (PEs) has been overlooked, and failure to implement it can lead to operational inefficiency, derailed strategy implementation and financial losses. When key officials retire or leave unexpectedly, institutions are compelled to conduct external searches for replacements matching the qualifications and years of expertise. While replacement is inevitable, the process is usually lengthy, as it requires an extensive hiring process, which can contribute to operational stagnation and sometimes a management vacuum. These recruitment processes can incur financial implications, which could otherwise be utilised to fund key company projects and improve service…