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Title: Effective Succession Planning: Ensuring Leadership Continuity and Building Talent From Within by William J. Rothwell ISBN: 0-8144-7080-7 Publisher: AMACOM Pub. Date: December, 2000 Format: Hardcover Volumes: 1 List Price(USD): $65.00

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Average Customer Rating: 4.5 (6 reviews)

Rating: 5
Summary: Very good book,plus...
Comment: This is a very good book. In addition to this, I would strongly recommend "Strategic Organizational Change" by Beitler. The two books make a powerful combination.

Rating: 4
Summary: Often my standard text in this general subject
Comment: I concur with Mr. Dell of Boston, although the exigencies of contemporary business publishing make errors of that nature all but inevitable due to revision schedules, quick-to-market requirements and even the sheer number of editorial and advisory hands a book like this one goes through. Beyond that, Dr. Rothwell's classic is particularly useful to someone like me involved with multiple but related and sometimes parallel industries. My library contains a number of texts of this nature and subject, and my utilization is often differential in focus, with Rothwell being the standard in most situations. I appreciate the pragmatism of his examples and his insights, both objective and subjective. He knows the value of intuition, as simply another rational decision-making mechanism, despite widespread discounting and even suspicion. Recommended.

Rating: 4
Summary: Insightful!
Comment: In exhaustive detail William J. Rothwell shows you the hows and whys of succession planning and management in this second edition of his landmark book. Given the general corporate predilection for systems and bureaucracies, top executives and managers of both large and small businesses will revel in the way Rothwell lays out his well-researched plan. His ample how-to lists and charts can be adapted to fit almost any industry. Despite the author's scholarly credentials and depth of information, his writing is not academic. We from getAbstract recommend this book to executives and managers, particularly if your company doesn't already have a succession plan.

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