The absence of a succession plan, coupled with poor management quality, inadequate attention to customer satisfaction, neglect of stakeholder interests, ineffective resource management, and a lack of continuity in executing previously initiated tasks, indicates a disregard for respectful organizational stewardship. Additionally, the lack of accountability in leadership and hasty, unprepared decision-making can lead to severe consequences, including organizational instability, loss of valuable institutional assets and knowledge, decreased employee morale, and increased staff turnover.
Leadership evolves through various styles influenced by knowledge, politics, culture, social contexts, and psychological traits, often reflecting broader societal shifts. These “colors” or trends range from adaptive, technology-driven approaches to inclusive practices shaped by individual and group identities, impacting organizational success both positively and negatively.
Immoral actions diminish employee motivation and loyalty, as the lack of growth opportunities and talent development discourages proactive engagement. Such failures erode trust, foster disengagement, and amplify conflicts, resulting in inconsistent decision-making and higher absenteeism. When employees feel unsupported and directionless, unethical behavior from leaders or neglect of talent development diminishes their motivation and loyalty. This disregard for ethics, where unprepared leaders prioritize personal gain over systemic improvement, leads to a reduced drive for better performance.
There is a need for knowledge and experience in making evidence-based decisions to foster innovation. Leadership that exploits power dynamics for personal benefit is unworthy of high responsibility. Additionally, a lack of emphasis on skill and experience can lead to detrimental governance models. Such leadership is incapable of strengthening or aspiring to achieve organizational success.
As noted, immoral actions in leadership undermine motivation, loyalty, and trust. Similarly, neglecting talent development signals a disregard for employee growth, ultimately resulting in disengagement. Often, unprepared leaders prioritize personal gain, undermining systemic improvement. The failure of stewardship weakens organizational resilience and long-term prospects.
Leadership styles evolve in response to broader societal changes, including cultural, political, and technological trends, which directly shape their effectiveness. Adaptive, inclusive, and knowledge-driven leadership styles tend to promote organizational resilience and innovation. In contrast, leadership overly influenced by power struggles or personality flaws hampers governance and performance.
Ethiopia’s and much of Africa’s political history reveals a persistent lack of robust, institutionalized succession planning, leading to centralized leadership around individuals and systemic collapse upon their downfall. Poor governance in various states has led to their decline. The downfall of Haile Selassie’s regime highlighted the absence of a clear succession plan. This over-reliance on personal rule, amid famine, economic stagnation, and military unrest, fueled the 1974 revolution, as no institutional mechanisms ensured continuity beyond the emperor. Leadership was unduly centralized around him, and when he fell, the entire system collapsed. The absence of collective leadership left the system vulnerable, culminating in the monarchy’s overthrow by the Derg.
Similarly, Mengistu Haile Mariam’s ascent within the Derg involved eliminating rivals like Generals Aman Andom and Tafari Benti, consolidating one-man rule under Marxist-Leninist ideology without provisions for succession. His leadership led to the rapid disintegration of the regime in 1991 amid insurgencies, forcing his flight to Zimbabwe. This situation highlighted governance flaws where revolutionary legitimacy overshadowed institutional resilience. The deposition of Mengistu dismantled not only his rule but also the entire governing structure, demonstrating that the system was dependent on one individual rather than institutional continuity.
The death of former Prime Minister Meles Zenawi in 2012 revealed significant fractures within the Ethiopian People’s Revolutionary Democratic Front (EPRDF). His personal authority had sidelined rivals and concentrated power, leaving no groomed successor. This situation highlighted the party’s heavy reliance on his leadership and underscored the absence of collective succession planning, which ultimately weakened the EPRDF’s stability. The lack of foresight led to leadership vacuums and internal purges, breeding further instability.
PM Hailemariam Desalegn’s resignation in 2018, while seen as a responsible act, stemmed from his inability to sustain leadership until the end of his term. Framed as an opening for reform and national dialogue amid political unrest, his departure also exposed the fragility of Ethiopia’s governance model and the absence of a robust succession plan. Nonetheless, it is important to recognize that previous administrations, including Hailemariam’s, achieved both successes and failures.
Legacies are often complex, marked by both progress and setbacks. Achievements include infrastructure development, economic growth initiatives, and modernization efforts, while failures encompass political repression, limited democratic space, and unresolved ethnic tensions.
The concentration of power in a single individual creates systemic vulnerabilities. The outcomes thus far highlight the necessity for an enabling environment to foster resilient leadership capable of withstanding challenges and maintaining effective governance.
This need for well-organized succession planning extends beyond high political positions; it is crucial in both government organizations and private companies. Ethiopian institutions often lack robust succession strategies, with positions held until retirement, death, or political dismissal. The absence of merit-based assignments hinders career advancement and encourages staff turnover. Transitioning to a merit-driven system requires transparent recruitment, independent oversight free from political affiliations, and prioritization of skills and training over favoritism. An open approach to merit-based renewal is essential in civil service.
However, good leadership is not solely defined by succession planning; it also involves modern management principles that contribute to effective governance. Breaking away from outdated procedures paves the way for innovative solutions and progress.
Adopting a contemporary approach with an open mindset fosters constructive engagement, enabling collaboration towards common goals. Good leadership transcends mere succession; it integrates modern governance principles to create effective, transparent, and inclusive systems that drive progress beyond bureaucratic obstacles. Embracing agile methodologies and state-of-the-art management practices ensures timely service delivery and optimal resource utilization, leveraging all available means for innovative solutions.
Failing to establish a succession plan can lead to disastrous consequences, hindering progress. Effective management distinguishes between merely patching a flawed foundation and rebuilding a resilient structure for future generations. This principle is applicable in our organizations, communities, and the international arena.
Leadership without foresight ultimately fails, while leadership grounded in sustainable structures thrives. Therefore, we must advocate for robust leadership frameworks that can sustain progress over time. Leadership is not about temporary solutions; it requires the courage to rebuild and transform systems for sustainable growth that fosters a positive work and life atmosphere.
Effective leadership facilitates smooth transitions, maintaining momentum, morale, and effective governance that promotes progress and honors commitments. True leadership fosters a resilient mindset that endures challenges, nurtures adaptability, and creates better environments for work and life. It is proactive and visionary, focusing on long-term foundations rather than short-term fixes.
Governance and leadership are inherently complex, encompassing both progress and setbacks. This duality highlights the necessity for ongoing reforms aimed at creating stronger and more resilient leadership frameworks and governance structures. Such frameworks can better manage transitions and withstand challenges without descending into fragmentation, ensuring that leadership is not left on the edge without a succession plan or modern approach.
