7 Succession Questions to Ignore for Now

Serious-looking businessman in front of empty conference roomThere’s some misdirection in succession management out there.

By Bill Reeb and Dominic Cingoranelli
CPA Trendlines / Succession Institute

You can’t go a week without seeing some article or blog focused on succession management and everyone seems to have a different opinion as to what is important when addressing succession. So, we thought it was time we challenged some of the more common misconceptions.

MORE ON PERFORMANCE MANAGEMENT: How Partner Ratings Factor Into Equity | Hazards of Not Reallocating Equity | The Pitfalls of Equity Allocation and Reallocation | Develop Your Employees or Suffer the Consequences | 5 Harmful Management Attitudes (and How to Fix Them) | Do CPA Firms Need Management or Leadership?

The first thing most authors want to focus on with succession is the development of future leaders. Then the dialogue will shift quickly to mentoring programs, leadership training and more. Well, it would be hypocritical for us to disagree with this because we actually develop and conduct these kinds of programs. However, training such as this is only valuable after many other issues are addressed first. So, while it is important, I guess the best phrase to describe this is “first things first,” and this is not first by any stretch of the imagination.