A successor may be announced at the end of a leadership transition, but the preparation can begin years earlier.
Drawing on DBS Bank, Priti Singh, chief people officer, Universal Sompo General Insurance, argues that future CEOs need deliberate exposure across different parts of the business before they are ready for the top role.
For Singh, building that depth internally also reduces an organisation’s dependence on buying leadership talent from outside.
In this excerpt from HRKatha Futurecast: The Future of Succession in BFSI, held in association with People Business, she explains why strong succession is ultimately about building leaders, not merely identifying.
