There’s one set of statistics that consistently makes business leaders sit up and pay attention — because they reveal just how much leadership impacts the bottom line.
According to Gallup, CEB Global, and Gartner respectively:
- 82% of employees say their manager lacks leadership skills.
Considering that 70% of a team’s engagement is driven entirely by their manager, this directly fuels disengagement and unnecessary staff turnover. - 60% of new managers fail (resign, are dismissed or demoted) within their first 24 months — not because they lack potential, but because they were never equipped with the leadership and management skills their role demands.
- Companies select the wrong candidate for the wrong position 82% of the time, resulting in higher conflict, rising costs, eroded trust, lower productivity, and declining morale.
- Only 20–25% of organisations have a formal succession plan, leaving them vulnerable to knowledge loss, operational instability, and disrupted continuity.
- Here’s the one that most concerns business owners:
- 75% say that if they stepped away from the business today, they are not confident it would continue moving forward successfully.
These issues are not abstract — they each increase cost, reduce profit, weaken culture, and undermine sustainability, predictability, and long-term stability.
What Makes Leaders Avoid Succession Planning?
Succession planning doesn’t fail because it isn’t necessary — it fails because leaders are overwhelmed. Some are absorbed in immediate pressures. Some are uncomfortable acknowledging their eventual exit. Others simply don’t know where to begin.
But the reasons for avoiding it matter far less than the consequences of not doing it.
A Practical Starting Point
Many of my clients initially came to me because they didn’t know where or how to start. That’s why I sourced one of the most reliable, practical, and cost-effective profiling instruments on the market — one that provides:
- Clear, actionable data to help leaders run their business
- Insight into strengths, habits, and behaviour of employees
- Support in selecting, training and promoting the right people in the right positions
- A foundation for meaningful performance management and succession planning
- Tools to equip managers to lead teams and individuals successfully
It’s integrated, interactive and can be managed in-house — no psychologist needed.
And right now, there’s a 30% discount on all profiles until 30 November 2025.
If you’re serious about strengthening leadership, placing the right people in the right roles, and securing your organisation’s future, I’d be glad to guide you.
Ready to Talk?
I invite readers to reach me through the contact page on our website. It’s the quickest and safest way to get in touch:
👉 Visit: www.congruence.co.za/contact
You’re welcome to reach out for a conversation, request a demo, or explore how I can support your leadership, succession, and people-management needs.
Trudi du Toit
