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Leadership competencies in early childhood (EC) education present an intricate policy and practice landscape. This article provides insights into these complexities and shares a novel survey evaluation tool that can be used in services for identifying leadership competencies and gaps for ongoing professional development. The research employed a two-phase approach involving thematic analysis of governing documents and focus group interview data. This resulted in the development of five core domains of leadership competencies represented throughout a survey tool. The subsequent validation of the survey revealed both self-identified roles and demonstrated competencies among educators in Western Australian EC services. The article sheds light on discrepancies between perceived and observed leadership, suggesting the need for tailored professional development and succession planning. Insights into these dynamics contribute to a deeper understanding of effective leadership practices, offering a foundation for ongoing discourse and continual enhancement of leadership competencies in the context of EC education. [ABSTRACT FROM AUTHOR]

We examine the performance-effects of Chief Executive Officer (CEO) co-opted boards in United Kingdom (UK) property-casualty insurers. We report that board insiders appointed in the aftermath of CEO succession reduce profitability, but bolster solvency. Enhanced solvency also results when the CEO is a financial expert and when proportionately more inside directors are selected by a CEO who is a financial expert. We further find enhanced profitability-effects for insurance experienced co-opted outside directors, while large investors improve solvency. However, the internal or external origin of the CEO does not affect financial outcomes. We consider that our results could have commercial and/or public policy implications. [ABSTRACT FROM AUTHOR]

This study leverages the theories of racialized and gendered organizations as frameworks to examine a Southeastern school district's aspiring leadership program and hiring practices to determine the extent to which they produce and reproduce gender and race-based norms that promote workplace exclusion for women and people of color interested in the school principalship. Data were obtained from interviews with district administrators, school administrators, and teachers (n = 12). Findings provide support that the district operates in a manner consistent with a racialized and gendered organization. Results are discussed, and implications for improvement are provided. [ABSTRACT FROM AUTHOR]

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Aim: Identify the skills and knowledge future nurse and midwife leaders might require in the next 6 years. Design/methodology/approach: An online questionnaire elicited health professionals' perspectives on the future requirements for nurse and midwife leaders. Qualitative data were generated in response on health care and the likely leadership skills for the future. Data were extracted and analysed using qualitative content analysis. Findings: Four generic categories were abstracted from the core category 'Nursing and Midwifery Leadership'. These were values/traits; creating positive healthcare cultures; digital capability/competence; and systems thinking. Limitations/implications. This first stage evaluation has gained a wide variety of perspectives regarding the perceived skills and knowledge future nurse and midwife leaders might need. This is important to enable those who deliver leadership development programmes to plan appropriately, ensuring their programmes are designed and adjusted in response to the needs of a shifting health and care landscape. However, over 50% of respondents were White, so the data may not be representative of the diversity of registered nurses and midwives. The findings may not have direct relevance to the global context due to geographical limitations. [ABSTRACT FROM AUTHOR]

Leadership development and succession planning is a valuable strategy for closing the gender gap and providing an equal chance for males and females to be trained and involved in leadership roles. This strategy is an incredibly effective tool in higher education, where there is a significant disparity between male and female academic leaders. Despite its effectiveness, succession planning remained an overlooked component of the higher education system. Further research studies enhance our understanding of the current state of succession planning and the factors that affect the recruitment and selection of future academic leaders. Hence, this study aims to identify the current women's leadership development and succession planning practices in public and private universities in Saudi Arabia. A qualitative study was conducted in a Saudi Arabian higher education setting. The interest in Saudi Arabia stems from the fact that succession planning is less likely to be practiced since gender discrimination is apparent when assigning leadership positions. Results indicate that top powers typically select leaders since succession planning is absent in Saudi Arabia's higher education institutions. In this circumstance, networking and relationships play a significant role, as these institutions have no formalized succession planning process. In a highly gender-segregated society like Saudi Arabia, women are deprived of expanding their networks and showcasing capabilities to male decision-makers. The results of this study further identified the underlying components of the women's leadership and succession planning process in the Saudi Arabian setting. This study contributes to leadership and succession planning knowledge and its implications, which may extend opportunities for practitioners, consultants, and policymakers to include women in higher education succession planning. [ABSTRACT FROM AUTHOR]

The authoritarian succession literature indicates that non-democratic regimes install rules and institutions that supposedly ensure a smooth transition from ruler to a chosen successor. However, this scholarship cannot explain why some authoritarian successions happen as planned while others end in surprising violence. This article unpacks the puzzle of the transition of power from Nursultan Nazarbayev (1991–2019) to Kassym-Jomart Tokayev (2019–present) in autocratic Kazakhstan. Based on in-depth interviews with more than 15 informants and the analysis of media and secondary sources, we explore why and how the planned succession in Kazakhstan resulted in the bloodshed known as the 2022 Bloody January (Qandy Qantar). We demonstrate that two factors derailed the succession plan: the configuration of authoritarian rules and the presence of political ambitions of Tokayev. Our main argument is that the Nazarbayev succession plan led to elite disunity, escalating the political conflict into the violent 2022 Bloody January. [ABSTRACT FROM AUTHOR]

Our study aimed to examine the factors affecting family farm succession plannung. Results from a survey of 368 elderly farmers showed that some farmers were at an early planning stage (Stage 1; 12%), starting conversations with their children about the potential succession, while most were at a more advanced stage, which included involving their children in daily farm work (Stage 2; 38%). Approximately 22% of respondents involved their children in farm decision‐making while gradually transferring full responsibility to them (Stage 3). Farmers whose children indicated an interest in farming were more likely to be at the advanced stages of planning. [ABSTRACT FROM AUTHOR]

This research investigated the perceptions of family-owned small enterprises on the reasons of the absence of written succession plans, and the implications of the proposed successful succession framework. Quantitative research was used, and the study is descriptive and explanatory in nature. Family-owned small enterprises based in the Gauteng province of South Africa were the population of this study. The unit of analysis was thus the owners/founders and managers of the enterprises. A total of 257 valid questionnaires were returned from the sampled 384 family-owned small businesses, yielding a response rate of 66%. The results showed that family-owned small enterprises appreciate the importance of succession planning, however, they do not regard it as an urgent undertaking. They believe that succession planning is only about successor selection. The results also divulged that the lack of written succession plans is influenced by several reasons, namely, the entrepreneur never thought of succession planning, family members are not interested in taking over the business, the business is still small, and the children are still young. In response to the findings, the research proposes a successful succession planning framework and its implications to assist small family-owned enterprises to plan for succession. [ABSTRACT FROM AUTHOR]

In the context of an increased popularity of cryptocurrencies recently, it is important to understand how these digital assets can be transmitted, legally and efficiently, in the event of the death of their owner. This study analyses how cryptocurrencies work, going through technical aspects related to blockchain technology, cryptographic wallets and keys, as well as transactions and confirmations of operations. Likewise, the study examines the legal aspects related to cryptocurrencies, with a focus on the diversity of their status in global jurisdictions, as well as the impact on succession planning. In addition, the exposed case studies present concrete examples related to cryptocurrency successions, identifying the key challenges that individuals and heirs face in the transfer process. In conclusion, the article offers solutions and recommendations related to succession planning having as object cryptocurrencies, including as concerns the legal and fiscal aspects that those interested in an evolving digital legacy should consider. [ABSTRACT FROM AUTHOR]

Purpose: The principal objective of this study is to identify and recommend auspicious research directions within the field of family business research, with a specific focus on the wealth creator. In conjunction with these research trajectories, the paper also aims to elucidate the potential implications of cultivating these lines of inquiry on the existing family business literature. Design/methodology/approach: This perspective paper adopts a comprehensive approach to examine the multifaceted role of the wealth creator in the context of family businesses. It reviews the last decades of research that resulted in the identification of this role within family business and proposes future research avenues to further address their characterization and importance. Findings: Investigating the wealth creator's attributes can provide insights into their role, the importance of timely identification and its preparatory elements. Furthermore, this exploration can shed light on the dynamics of inter-family relationships within family businesses and enrich the literature on power transition and continuity in family enterprises. Additionally, the maturation of the wealth creator concept may significantly impact the management of wealth portfolios, facilitating smoother wealth transfer, strategic portfolio management and the preservation of multi-generational wealth. Originality/value: This research offers a diverse understanding of the role of the wealth creator in family businesses. The findings also enhance the comprehension of family business dynamics, enriching the literature on succession. Lastly, the offered research avenues contribute to addressing the challenges of sustaining family wealth and ensuring the continuity of family businesses across generations. [ABSTRACT FROM AUTHOR]

In the last few decades, there have been multiple peer-reviewed articles that suggest academic libraries do not establish appropriate succession plans, nor do they develop the required leadership capacity in their librarians. This article discusses (a) the development of a survey instrument to measure the frequency with which succession planning activities take place in libraries, and (b) the results of a survey study that explored succession planning practices in the Association of Research Libraries (ARL) in the United States. This study utilized a cross-sectional design with a stratified random sample (n = 353) of academic librarians and administrators employed by ARL member libraries. After data analysis, validity and reliability analyses revealed the survey instrument demonstrates acceptable psychometric properties and produced a strong alpha coefficient of.91. Findings also suggest that several factors impact respondents' knowledge of and/or participation in succession planning activities, including their sexual orientation, primary job duties, layers of management in their library hierarchy, and whether or not managers identify and prepare interims for critical positions in their library. [ABSTRACT FROM AUTHOR]

We develop and test a multi‐stakeholder perspective of intrafamily CEO succession by exploring how family CEO successors affect post‐succession firm performance under conditions of sustainable human resource management (sustainable HRM) practices toward employees and top managers, as well as corporate philanthropic activities in the broader community. Using a sample of 414 CEO successions in family firms listed on China's stock exchanges during 2008–2016, we find an insurance‐like effect of both sustainable HRM and corporate philanthropy in enhancing firm performance of family CEO successors. Our results also show that firms with family CEO successors will outperform those with nonfamily counterparts under conditions of high employee compensation, low top management team (TMT) compensation, and long TMT tenure. Our findings suggest that sustainable HRM and corporate philanthropy complement rather than substitute in strengthening family leadership during CEO succession. [ABSTRACT FROM AUTHOR]

In the contemporary landscape of business, talent management has emerged as a strategic imperative for organisations aiming to enhance their performance and ensure long-term sustainability. The recognition of talent management's significance lies in its ability to attract, retain, and nurture key talents within an organisation. This process is particularly crucial for private enterprises, where human capital plays a pivotal role in driving innovation, productivity, and competitive advantage. Talent management operates within the broader framework of succession planning, which itself is a critical component of effective human resource planning. Succession planning involves identifying and developing internal talent to fill key leadership positions as they become vacant. This proactive approach not only mitigates the risks associated with leadership transitions but also ensures continuity and stability within the organization. This study delves into the intricate relationship between talent management and succession planning, specifically focusing on their impact on organizational sustainability. By conducting a comprehensive review of existing literature, the study aims to uncover insights into how talent management practices contribute to shaping effective succession planning strategies. Key areas of investigation include planning practices, training and development initiatives, performance appraisal systems, talent retention strategies, and overall talent management policies. Through the proposed conceptual model, the study seeks to elucidate the dynamics that connect succession planning and organizational sustainability within the context of talent management. By integrating these elements, organizations can better align their talent strategies with long-term sustainability goals, thereby enhancing their resilience and competitive positioning in the Nigerian business landscape.

The article analyzes the failure of the taxpayer in Connelly v. United States and its impact on business succession and estate tax planning. It summarizes the U.S. Supreme Court's opinion on the value of corporate-owned life insurance policy on the decedent's life and shares redemption when determining corporate shares value for estate tax purposes. It discusses the effect of purchase agreements on the valuation of life insurance proceeds in determining the fair market value of a business.

This paper examined barriers to succession planning of family-owned businesses in Abia state. Specifically, the study determined barriers to succession planning related to: founder, family and employees of family-owned businesses. The paper adopted survey research design. A total of 345 family-owned businesses drawn from Ariaria international market and Umuahia ultra-modern market served as the population of the study. Data were collected using questionnaire. Data were analysed using frequency counts, percentages and weighted mean. Findings show that the founder’srelated barriers to succession planning ranged from fear of death (x̄= 3.5), and reluctance to let go of his leadership position (x̄= 3.7). Family-related barrier included the family’s unwillingness to relinquish their places in the business (x̄= 3.6); as well as, socio-cultural challenges within the environment the business is situated. The employees’ disinclination toward formalization of the business (x̄= 3.4) constituted employee-related barrier. The paper therefore recommended that owners of family businesses should bring in the successor into the family business as early as possible, and also make available to the would-be successor, vital information that has been used to manage the business right from beginning of the business up to the time of the entrepreneur’s exit. [ABSTRACT FROM AUTHOR]

This research aims to evaluate the role of artificial intelligence (AI) in leadership succession planning of the State Civil Apparatus (ASN) in the Nias Regency Government. A combination of qualitative and quantitative research methods was used, with in-depth interviews and analysis of performance data using AI. The research was conducted from July to August 2024 at the Office of the Regent of Nias, North Sumatra. The results showed that the application of AI improved efficiency and objectivity in the succession process, with AI's ability to deeply analyze ASN performance data and identify the right candidates for promotion. However, challenges such as limited resources, additional training needs, and data management must be overcome. The conclusion of this study is that AI can improve leadership succession planning in Nias Regency Government by increasing efficiency and reducing bias, provided that implementation challenges are properly addressed. [ABSTRACT FROM AUTHOR]

Succession planning to develop leaders is central to an organisation or discipline's success and future. This discussion paper highlights the necessity for an intentional succession planning process to build the next generation of positive behavioural support (PBS) leaders to firmly secure the future of PBS as a discipline. Whilst drawing mainly on the Australian PBS context, there is scope to consider this topic more broadly with the intent of creating a global discussion on why and how PBS needs to build a nimble generation of PBS leaders who hold a strategic vision beyond clinical and research capability. In an environment of increasing regulatory compliance and engagement with the law, there must be a generation of PBS leaders who can influence and shape public policy and legislative discourse and embed human rights into PBS practice and research so that PBS remains contemporary, relevant and effective as a discipline. [ABSTRACT FROM AUTHOR]

Succession planning is a commonly employed term in business strategy, referring to the systematic process of transferring leadership responsibilities to another employee to ensure the seamless continuity of an organization's operations. Today, this concept has acquired importance in various industries, including healthcare, with a specific focus on nursing. Several factors led nurse managers to consider preparing potential leaders for primary leadership roles due to the shortage of nurses, significantly impacting healthcare services and patient safety. Because of the importance of this topic, this present bibliometric analysis aims to analyze research studies conducted on succession planning and leadership development in nursing from 2000 to 2023 to identify research trends, key themes, and the evolution of research during this period. The Elsevier Scopus database was utilized for this analysis. This methodology identified (n = 326) journal studies based on the predefined keywords and timeframe. The data derived from this bibliometric analysis offers a robust foundation for conducting a systematic review, enabling a comprehensive synthesis and evaluation of the evidence in this significant field of study. [ABSTRACT FROM AUTHOR]

Family business succession planning receives much attention globally, but executive coaching remains underutilized. This applies to family-owned businesses; particularly challenging would be the survivorship of small and medium enterprises. Given the growing need for more effective succession planning, this paper aims to improve the existing executive coaching framework by applying it to family business succession planning in Malaysia. This conceptual article contains an accessible definition and presentation of executive coaching. Each framework component depicts the coach, coached person ('coachee'), and organizational roles in the coaching, which leads to the possible leadership transfer outcome. This paper suggests a new succession planning direction for researchers and executive coaches. The planning direction aims to aid family business owners in understanding the executive coaching 'what, why, and how' and an alternative succession planning approach is suggested. The mechanism of executive coaching and the basis for novel family business research are discussed and established. [ABSTRACT FROM AUTHOR]

Human resource management in family-owned businesses presents unique opportunities and challenges. These enterprises are often built on strong family values and personal relationships, which can create a nurturing and cohesive work environment. However, the overlap between family dynamics and business operations can also complicate HR practices. Effective human resource management in this context involves balancing these dynamics to ensure fair treatment, professional development, and long-term business success. It requires strategic planning, clear communication, and a commitment to fostering both family and non-family employee engagement. By integrating professional HR practices with the inherent strengths of a family business, organizations can build a resilient and motivated workforce, driving both family legacy and business growth. Family-owned business is characterized by their long-term orientation strong commitment to legacy, deep -rooted values. These characteristics can create a cohesive and supportive work environment, fostering loyalty and dedication among employees. [ABSTRACT FROM AUTHOR]

Purpose: The Article titled, Impact of Talent Management on Talent Retention and Succession Planning With Reference To Selected IT / ICT Companies, aims to investigate how effective talent management practices can influence these two crucial aspects Talent Retention and Succession Planning. Methodology: The study was conducted for IT/ICT company professionals working in Coimbatore region. The snow ball sampling method was adopted for data collection. A total of 500 questionnaires were given out to the prospective respondents, and 341 viable responses were obtained. The research design used for this study is descriptive research design. Tools used for the data analysis are percentage analysis and Confirmatory Factor Analysis. Findings: There is a strong and positive correlation between the independent variables (Talent Retention and Succession Planning) and dependent variable (Talent Management). Practical Implications: Talent management is processes that can help organizations reduce employee turnover and the associated recruitment costs. It also aims to identify and develop qualified candidates for future leadership positions, which can improve employee morale and engagement. This process can enhance organizational performance and help achieve long-term goals. [ABSTRACT FROM AUTHOR]

The influences of gender relations and gender dynamics within family firm succession have been widely studied in recent decades. However, there have been few attempts to synthesise existing results in the field. Thus, this article aims to provide a systematic literature review focusing exclusively on the gendered issues related to family firm succession processes. A comprehensive analysis of 57 journal articles extracted from the Scopus database was conducted. As a result, (1) the topics of gendered influences on daughter’s succession in family firms, (2) gender and succession processes in family firms, and (3) gender and intra-family relationships in family firm succession are identified as the central areas. Based on these findings, a future research agenda is outlined. The paper contributes to the field of family firm research by highlighting the research trends in the gendered analysis of family firm succession, and by pointing out under-researched areas that merit further exploration. [ABSTRACT FROM AUTHOR]

This paper introduces the concept of leadership communities of practice (COP) as a strategy to enhance succession planning and leadership development within the Canadian healthcare context. Drawing upon Prosci's ADKAR methodology as a foundational change management framework, this paper explores the adaptation of COP, originally developed by Lave and Wenger in 1991, to foster collaborative learning. While COP have a long history in business and education sectors, their formal integration into healthcare, specifically leadership development is relatively recent. This paper highlights the necessity of a robust change management approach to effectively introduce COP as a mechanism to enhance leadership development in healthcare settings, highlighting their potential to facilitate knowledge exchange and support social learning among healthcare leaders. [ABSTRACT FROM AUTHOR]

Career development encompasses a range of practices designed to enhance employees' skills, knowledge, and competencies, enabling them to progress in their careers. As organizations strive for competitive advantage in a rapidly changing labour market, fostering employee growth has become a strategic priority. The purpose of this study was to determine the effect of career development practices on employee performance in Murang'a Water and Sanitation Company Limited in Kenya. The study had a target population of 150 employees working in MUWASCO. The researcher employed a census sampling technique and used self-administered questionnaires in data collection. Data analysis was conducted using SPSS version 22, which involved both descriptive and inferential statistics. The study found that career management, planning, and counselling significantly influenced employee performance, with career counselling emerging as the most effective practice at MUWASCO. Regression analysis indicated that changes in career development practices would impact employee performance. The study concluded that there is a positive and statistically significant relationship between career development practices and employee performance. The findings indicate that effective career development initiatives lead to increased employee engagement, motivation, and job satisfaction, all of which contribute to enhanced performance. Therefore, it is recommended that MUWASCO invest more resources in skills development, offer incentives to encourage participation in development programs, establish clear career guidance policies, and organize regular seminars, mentorship programs, and conferences. Additionally, adopting a variety of career development practices, such as job rotation, career progression ladders, job enrichment, and succession planning, could help achieve optimal performance. [ABSTRACT FROM AUTHOR]

In contrast to internal family succession, changes in ownership to nonfamily successors often mean that owners of small and medium-sized enterprises (SMEs) request a selling price. However, SME owners often subconsciously determine a first-offer price based on personal experiences and emotions with their firms. If the first-offer price deviates from the firm's earnings value, company transactions likely fail. Research examines few emotional aspects of the first-offer price and lacks a measurement scale to quantify their influence. We develop this scale, the individual price indicator. The scale consolidates the emotional aspects from the literature based on 136 peer-reviewed articles and validates them in two qualitative studies (n = 4, n = 48) and two quantitative studies (n = 48, n = 495). This paper further offers a preliminary test of the new scale. In addition to owners of SMEs, the scale also helps successors, advisors, and other parties reflect on the owner's rationale for a first-offer price. [ABSTRACT FROM AUTHOR]

Succession planning in leadership is a strategic process used to identify and develop future leaders to fill key organizational positions. This process ensures continuity of leadership and helps maintain the organization's performance over time. Succession planning is essential for critical roles and can be part of a broader strategic plan for talent management. Organizations that are accredited by the American Nurses Credentialing Center (ANCC) in Nursing Continuing Professional Development (NCPD) can benefit from implementing succession planning to drive the stability of its work as an Accredited Provider and confirm that the organization maintains its commitment to quality in providing NCPD. This column describes how the Accredited Provider Program Director (AP-PD) role can benefit from implementing succession planning into the structure of the Accredited Provider processes. [J Contin Educ Nurs. 2024;55(7):321–325.] [ABSTRACT FROM AUTHOR]

The West is the empire that entrepreneurship built. All empires in the past have at some point collapsed. In recent years attention has been turning to concerns that the global economy is facing the polycrisis, and that collapse may be imminent. In this light, this monograph argues that there are at least seven sources of rot that affect entrepreneurship. These sources of rot follow from an analysis of the sources of rot which led to the collapse of the Soviet Union. It is argued that all of these sources of rot are relevant in the West. The West has an increasingly powerful military-industrial complex which thrives on a Warfare Economy, science and research are declining, innovation is being disincentivised, the West is becoming a stop-button society that is seeing technological conservatism just when new technological innovations may most be needed, and the flow of information is increasingly hampering the role of entrepreneurs as knowledge spillover conduits as well as the functioning of democracy. While these factors impacted the Soviet Union, the West is now also facing the end of the hydrocarbon age and has to face the consequences of the financialization of the economy. From the analyses of how these sources of rot undermine entrepreneurial growth, follows two implications. One is that, given that the underlying sources of rot are similar in outline in an empire that has been built by entrepreneurship, and in an empire that has not been, then entrepreneurship is not a solution to avert collapse. A second is that if collapse is not extinction, it may be a reset to a system that has become too costly and too exploitative to maintain. Collapse may be welcomed, and may even be a feature, and not a "bug" of the evolution of society. These implications suggest that the West should be getting busy with succession planning. [ABSTRACT FROM AUTHOR]

Theoretical background: Professional development plays a key role in succession in family businesses. Succession in family businesses means transferring control and ownership of the company from one generation to the next, and choosing the right successor is very important for the future of the company. Therefore, professional development can be a significant factor influencing this decision. Purpose of the article: The article presents professional development as a selected factor that affects succession in family businesses. Research methods: The primary research method chosen for data collection was a survey in the form of a questionnaire. The survey was done through a free online questionnaire – Google Form. This was intended to reach a wider audience from all over the country, so that the respondents would be as representative group as possible. The respondents were contacted through social media messaging and e-mail. This form of data collection was motivated by the desire to obtain responses primarily from young people. While 402 respondents participated in the survey, 305 responses were considered for analysis. Main findings: The following article presents the results of a survey on awareness of the importance of building a career path and professional development and the actual status of the implementation of plans. The survey also addresses issues of satisfaction with respondents’ current working conditions. The current shortage of workers in the labour market and the deepening demographic decline may cause a situation in which a successor does not become a single member of the immediate family. The best effect can be achieved by linking succession planning with the conscious and thorough construction of a career path and professional development based on the family business. The results of the paper relate to research analysing the career decisions of future managers, take into account the impact of the career path on professional development, and contribute to the understanding of the factors analysed in the succession process. [ABSTRACT FROM AUTHOR]

Purpose: This project aims to examine how entrepreneurial orientation and succession planning among Palestinian family businesses positively affects their associated growth potential, considering the mediating role of innovation and the moderation effect of geographic location. Leveraging ethnic entrepreneurship theory, the authors compare these types of enterprises in the USA with their counterparts in Palestine. Design/methodology/approach: This cross-sectional quantitative research analyzes data collected from October through December 2022. 180 Palestinian family-owned firms completed a survey; 90 companies were located in Palestine, while the other 90 were in the USA. Structural equation modeling analysis was conducted using Smart-PLS4. The interrelations of the conceptual framework were examined via path analysis and bootstrapping techniques. Findings: The authors found a statistically significant positive effect of entrepreneurial orientation on Palestinian family business growth; the authors' results concurrently indicated succession planning did not affect growth within the authors' selected population. The authors also discovered innovation mediates the relationship between orientation and growth, and business location appears to moderate this relationship. The authors' research indicates geography appears to favor Palestinian family-owned companies in the USA, where the authors found opportunity-driven immigrant entrepreneurs benefit from the structured business systems in a highly-developed country. Originality/value: Given the current situation in Palestine, it is essential to understand the potential contribution that Palestinian family-owned businesses globally can make to reconstruct the country's local economy. The next few years will be critical in figuring out how innovative thinking can boost the region's recovery and increase Palestinian-based family companies' ability to engage in sustainable entrepreneurship with reinvestment support from its diaspora. Therefore, it is important to have research that identifies factors that could improve these businesses' continued performance and growth potential. This study also aids in further understanding the defining characteristics of Palestinian-owned family firms, enhancing general theories related to entrepreneurship among ethnic and diasporic groups. [ABSTRACT FROM AUTHOR]

This research aims to develop a strategic succession planning model in the sport of gymnastics in Iraq. The research, from an applied perspective, utilizes descriptive-analytical methods and, in terms of execution method, employs qualitative research. The data for this research were gathered through semi-structured interviews and sampling was done purposefully using the Strauss and Corbin method. Among all managers and stakeholders in gymnastics across Iraq, a total of 11 individuals were selected for the interviews based on theoretical saturation. The interviews were analyzed using interpretive analysis techniques, open coding, axial coding, and selective coding. The analysis of the interviews identified the conditions for succession planning, including human resource management, talent management, support programs, and efficiency enhancement. The contextual and organizational factors influencing succession planning (strategic succession), the conditions for intervention (individual factors), strategies (creating a succession system and individual evaluation), and the consequences (individual and organizational development) were explored. The findings of the interview analysis indicate that strategic succession planning in Iraqi gymnastics can lead to a sense of belonging and development efforts, strengthening the workforce, and using the experiences of veterans to enhance the stability and sustainability of gymnastics in Iraq.

Leadership development and succession planning is a valuable strategy for closing the gender gap and providing an equal chance for males and females to be trained and involved in leadership roles. This strategy is an incredibly effective tool in higher education, where there is a significant disparity between male and female academic leaders. Despite its effectiveness, succession planning remained an overlooked component of the higher education system. Further research studies enhance our understanding of the current state of succession planning and the factors that affect the recruitment and selection of future academic leaders. Hence, this study aims to identify the current women’s leadership development and succession planning practices in public and private universities in Saudi Arabia. A qualitative study was conducted in a Saudi Arabian higher education setting. The interest in Saudi Arabia stems from the fact that succession planning is less likely to be practiced since gender discrimination is apparent when assigning leadership positions. Results indicate that top powers typically select leaders since succession planning is absent in Saudi Arabia’s higher education institutions. In this circumstance, networking and relationships play a significant role, as these institutions have no formalized succession planning process. In a highly gender-segregated society like Saudi Arabia, women are deprived of expanding their networks and showcasing capabilities to male decision-makers. The results of this study further identified the underlying components of the women’s leadership and succession planning process in the Saudi Arabian setting. This study contributes to leadership and succession planning knowledge and its implications, which may extend opportunities for practitioners, consultants, and policymakers to include women in higher education succession planning.