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For many boards, succession planning is a reactive activity, triggered by the imminent departure of an existing member, usually through retirement or exhaustion of tenure. For developed organisations it is the role of the nominations committee to forecast upcoming departures, anticipate what may be required in a replacement -and source the individual who would be that replacement. However, as many businesses seek to become more agile and find that the pace of change is accelerating, waiting fordoi:10.4324/9781003201182-7 fatcat:rzjctqfoyjeaxnax7awrnncdh4