Most Indian companies value succession, only a few chart out formal plans

The report-State of Succession Planning in Indian Organisations- says succession planning ranks the bottom amongst strategic priorities, with solely 17% of organisations putting it on the forefront.

Specialists consider organisations missing structured succession frameworks have skilled strategic drift, diminished market value and reputational setbacks.

One TimesPro professional stated the emphasis amongst corporates continues to be on “short-term development, typically at the price of long-term leadership continuity.”

One other professional who didn’t need to be recognized confused that succession planning permits continuity, cultural alignment and future readiness, particularly inside family-owned enterprises the place emotional stakes and casual governance buildings typically impede goal decision-making.

He highlighted challenges corresponding to resistance to possession switch, monetary disputes, protracted transition timelines and sibling rivalries-all of which might derail efficient succession. The TimesPro report additionally drew consideration to a placing concern-nearly 50% of surveyed organisations lack a board member beneath the age of 40, signalling a major hole in age variety and innovation potential. “This can be a disaster of one other kind-one that impacts agility and future-readiness. If India Inc. aspires to stay globally aggressive, succession planning should be accorded the identical seriousness as fiscal coverage,” stated Anish Srikrishna, CEO, TimesPro.The IT sector was cited as a constructive outlier, with structured succession initiatives step by step stabilising management transitions after preliminary turbulence. Amongst sectors surveyed, 31% of IT corporations have formalised succession methods, adopted by 15% in manufacturing-often hampered by family-led leadership-and the providers and retail segments, the place excessive attrition and development pressures dominate.