29 May Re-engineering of the organization’s management and performance models to reflect the new ??leadership paradigm, Process for ensuring success of

Project: Ensuring Success

Week 5 Project is here and worth a major grade, 175 points! See details below.

Week #	Course Project—Succession Plan
1	Organizational selection, background, and situation analysis · Identify your subject organization. · Describe mission, culture, and leadership structure. · Analyze current organizational challenges. · Evaluate impact of CEO resignation.
3	Current CEO profile, Competency model identification, Strategic sourcing and recruitment of CEO talent · Provide a detailed analysis and observation of the organization's current CEO, his or her strengths, weaknesses, leadership and communication styles, and personal characteristics that make this leader dynamic and successful. · Describe and evaluate the attributes of the current leader including both desirable and undesirable traits for the successor. · Discuss the methods and tactics to identify, recruit, screen, and assess candidates (both internally and externally) for the CEO position.
5	Reengineering of the organization's management and performance models to reflect the new leadership paradigm, Process for ensuring success of new CEO, and Plan for evaluating effectiveness of succession plan · Describe the potential impact of a new CEO on the organization, its employees, and its performance. How will the organization need to restructure its performance model(s) to reflect the leadership style and competencies of the new CEO? How will this changing of the guard impact office politics and team performance How will you mitigate resistance to change, particularly among organizational groups that are fiercely loyal to the current CEO? · Explain how you will identify, utilize, and analyze various accountability processes such as executive coaching, storyboarding, work agreements, and project management processes to ensure the successful completion of your succession plan. Select the accountability processes you believe will be the most effective and describe their implementation and evaluation. · Explain how you will identify, utilize, and analyze various metrics, such as a 360-degree feedback, employee surveys, focus groups, and performance reports, to evaluate the efficacy of your succession plan. Select the metrics you believe will be the most effective and describe their implementation and evaluation.

Succession Planning

This week, you will evaluate the impact of the new CEO on the organization, including cultural issues, leadership issues, and performance models

· Begin by analyzing the processes (e.g., executive coaching, storyboarding, work agreements, project management) you will use with the CEO to ensure that your succession plan will work and that the new CEO has the best chance to succeed

· Continue your paper by assessing the impact the new CEO will have on the organization, its employees, and its culture. Be sure to consider the leadership attributes and cultural issues you identified in previous work on the project.

· How will the changing of the guard affect organizational or office politics?

· How might the leadership succession change the lines of authority in the formal organization?

· How might the leadership succession change networking and influence in the informal organization?

· How will the leadership succession impact teams and team performance?

· Evaluate how the organization will need to restructure its performance model(s) to reflect the leadership style and competencies of the new CEO. Be sure to consider some of the material studied previously in Week 5.

· Discuss how you will mitigate resistance to change, particularly among organizational groups that are fiercely loyal to the current CEO.

· Finally, identify and analyze various metrics, such as 360degree feedback, employee surveys, focus groups, and performance reports that you will use to evaluate the efficacy of your succession plan. Select the metrics you believe will be the most effective and describe their implementation and evaluation.

· What information will be necessary to measure the success of your plan?

· How will you gather this information?

· What will you do with this information to contribute to the continuous improvement of the new CEO and the organization?

Submission Details:

· Submit your paper as an 8- to 10-page Microsoft Word document, using APA style.

· Each Covered Heading must contain 3+ credible cited sources and a conclusion summarizing talking points.

· Due by 5/26/25 at 11:00pm CST  

Requirements:

1. Make certain to include in text citations from your course text in addition to your outside leadership resources within your main post. This adds credibility to your argument. [Textbooks]: Hughes, R. L., Beatty, K. C., & Dinwoodie, D. L. (2014). Becoming a Strategic Leader: Your Role in Your Organization's Enduring Success  (2nd ed.). San Francisco, CA: Jossey-Bass. 978-1-118-56723-4 and Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge , (6th ed.). San Francisco, CA: Wiley. 9781119278962

2. No plagiarism will be tolerated. Must be in 7th Edition APA format with cited sources within the last 5 years.

3. No AI support, score must be 0% and less than < 10% score on Turnitin

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Wk3 Project: CEO Selection

Student’s Name

Course Name

Institutional Affiliation

Instructor’s Name

Date

Wk3 Project: CEO Selection

Amazon, one of the world's most prominent digital innovators and employers with over 1.5 million employees, is led by CEO Andy Jassy, who succeeded founder Jeff Bezos in July 2021. Jassy, a strategic leader who grew AWS into a $90+ billion division, has led Amazon through post-pandemic issues, regulatory scrutiny, and changing market expectations (Antonopoulos, 2023). Jassy's leadership profile is analyzed to determine succession planning parameters. This assessment aims to identify, recruit, and choose the ideal successor who can continue Amazon's commitment to customer obsession, innovation, and operational excellence by identifying desirable traits to retain, undesirable traits to avoid, and other necessary characteristics.

Desirable Attributes for a Successor

Strategic Vision and Long-term Thinking

Andy Jassy demonstrates exceptional strategic foresight, which has been instrumental in Amazon's continued success. He identified cloud infrastructure demand before competitors to expand AWS from a notion to a $90 billion enterprise (Antonopoulos, 2023). A successor must be imaginative in managing Amazon's vast portfolio of e-commerce, cloud computing, AI, logistics, and developing technologies. Amazon must discover new markets and opportunities and anticipate industry upheavals to continue growing, especially as technological improvements accelerate and consumer behaviors change in the post-pandemic economy (Viardot et al., 2023).

Customer-Centric Leadership

Jassy's steadfastness in reaching customer needs demonstrates Amazon's mission "to be Earth's most customer-centric company". He approaches innovation by working backward from customer problems, ensuring every product or service addresses genuine user needs. This customer-first approach makes way for practical innovation and market orientation. A successor must keep this customer obsession because it creates Amazon's competitive advantage and brand (Saldanha, 2024). This attribute underlies Amazon's product development cycles, operative goals, and strategic decisions, relying on it as it determines consumer loyalty and dominance in the market in competitive categories.

Analytical Decision-Making

Jassy embodies data-driven leadership with his systematic decision-making and performance management approaches. His analysis skills at AWS assisted him in allocating resources, monitoring strategic objectives, and implementing course corrections based on performance. Amazon needs an analytical successor to maintain accountability and operational excellence. Amazon's complex global operation requires accurate implementation, tight performance measurement, and flexibility in online store and cloud services business divisions.

Undesirable Attributes to Avoid

Excessive Operational Intensity

Jassy's analytical approach has yielded benefits, but his leadership style has maintained Amazon's high-pressure performance review system and "rank-and-yank" culture. This intensity has caused substantial warehouse and fulfillment center turnover. This high-performance pressure should not be repeated by the next leader, threatening worker sustainability and organizational stability. Amazon's future success depends on balancing innovation with employee well-being, especially as labor markets tighten and tech sector workplace standards are scrutinized (Gutterman, 2023).

Limited Transparency

Jassy has led Amazon through controversies about insufficient clarity regarding environmental outcomes, labor relations, and supplier responsibility. Improvements notwithstanding, Amazon's ESG reputation continues to deteriorate. Today's market environment strongly emphasizes corporate accountability, so a new leader must avoid aversion to openness (Kamila & Jasrotia, 2023). The demand for specific information on corporate actions is higher than ever among investors, regulators, and customers, so transparency is now a fundamental aspect of competitive success.

External Regulatory Adaptation Resistance

Jassy has maintained Amazon's historically defensive stance toward regulatory scrutiny, particularly regarding antitrust concerns and market dominance questions (Adi, 2021). This approach exposes Amazon to regulatory opposition in countries such as the US and the EU. Because Amazon's size and power need regulation, a future CEO should work to avoid comparable opposition. Such an approach is unfavorable because Amazon's continued market access and freedom of operation need positive regulatory relationships as global digital governance intensifies.

Additional Traits to Consider

Cross-Divisional Leadership Experience

Amazon's diverse business ecosystem encompasses retail, cloud services, entertainment, logistics, healthcare, and emerging technologies (Carreno, 2024). The most suitable successor should have led across business models and technologies. A cross-divisional approach is needed to maintain strategic consistency across Amazon's increasing portfolio and uncover business unit synergies (Haefliger et al., 2021). Amazon's integration difficulties and potential would benefit from a CEO with digital and physical operations experience, especially as online and offline commerce merge.

Global Perspective and Cultural Intelligence

With Amazon's growing foothold in different countries with unique regulatory environments, consumer behavior, and competitive industries, they must be globally minded and culturally intelligent. Some examples include understanding regional market dynamics, international legal frameworks, and adjusting Amazon's operations to other cultures (Sharma & Makhija, 2024). With regionally based rivals of Amazon appearing in India, Southeast Asia, and Latin America, leadership that can balance global scale with local relevance is essential.

Job Description Analysis

Amazon clearly defines what knowledge, skills, and abilities are needed for the role through the CEO's job description. Senior technology and operations leadership at a large global firm is ideal. Mastering digital technologies, e-commerce ecosystems, cloud computing architectures, and multinational supply chain management is required. Essential skills are planning strategically, understanding finance, developing an organization, risk management, and public communication. The job description emphasizes organizational transformation, investor interactions, regulatory complexity, and scaled innovation. People development and succession planning experience for key leadership positions are also needed. The description combines technical needs with leadership skills, highlighting Amazon's dual role as a digital innovator and operations giant. The qualifications required for the job represent Amazon's leadership values, such as customer obsession, ownership, action bias, and outcomes.

Amazon CEO Succession Planning Matrix / Job Audit Form

Section 1: Essential Qualities (Must-Have)

Category	Quality/Competency	Why It’s Essential	Assessment Method
Strategic Vision	Long-term, forward-thinking leadership	Amazon’s growth depends on anticipating trends (e.g., cloud, AI, logistics) and investing early	Scenario analysis or strategic case simulation
Customer Obsession	Deep commitment to customer needs and feedback	Core to Amazon’s brand identity and leadership principles; drives product development and loyalty	Behavioral interviews; case studies demonstrating customer-first initiatives
Operational Discipline	Data-driven, execution-focused leadership	Ensures efficiency in massive operations and strategic alignment across divisions	Track record review; metrics-based performance data
Innovation Leadership	Promotes experimentation and calculated risk-taking	Essential for Amazon’s culture of disruptive innovation and continuous improvement	Leadership interviews; innovation portfolio evaluation
Global and Cross-Sector Experience	Experience across markets and industries	Amazon is a global, multi-sector business requiring adaptable, multi-context leadership	CV review; global project examples; intercultural agility tests
Regulatory Intelligence	Proactive understanding of and adaptation to legal environments	Critical to mitigating antitrust and compliance risks in global markets	Knowledge assessments; legal and compliance track record

Section 2: Important but Secondary Qualities (Good-to-Have)

Category	Quality/Competency	Why It’s Beneficial	Assessment Method
ESG Fluency	Understanding environmental, social, and governance standards	Helps restore public trust and investor confidence in ESG performance	ESG project history; stakeholder feedback; sustainability interview
Transparency and Communication	Openness in internal and external messaging	Builds morale, aligns stakeholders, and boosts public trust	Media performance reviews; 360-degree feedback
Empathy and Culture Sensitivity	Balancing high performance with psychological safety	Promotes long-term retention and reduces employee burnout	Organizational health surveys; leadership style evaluations
People Development	Experience in building strong leadership pipelines	Ensures Amazon’s future leadership continuity	Talent development metrics; succession planning experience
Financial Acumen	Deep understanding of P&L, investments, and ROI	Ensures sustainable value creation across segments	Financial case studies; executive track record analysis

Methods to Identify, Source, Recruit, and Screen CEO Candidates

Executive Search Firms (External Sourcing)

Reputable executive search firms offer a global talent pool, especially for applicants with uncommon strategic, technical, and operational skills (Hamori, 2021). These organisations use psychometric techniques, industry benchmarking, and professional networks to discover high-potential C-suite leaders from varied industries. Amazon sources outside talent to avoid missing out on visionary talent (Hughes et al., 2014).

Internal Leadership Pipeline Development

Developing internal successors through rotational leadership programs and succession planning aligns with Amazon's culture and values. According to Kouzes and Posner (2017), leaders grow best with challenge, support, and feedback. Leadership development criteria and 360-degree evaluations help Amazon evaluate internal candidates who value customers, creativity, and discipline.

Board-Led CEO Succession Committee

Forming a board-level succession committee ensures governance oversight and strategic alignment. This committee sets role expectations, screens top applicants, and informs stakeholders (Samans & Nelson, 2022). Board leadership approaches can connect with corporate strategy and culture and reduce transition risk.

Strategies to Identify Candidates with Desired Qualities

Behavioral-Based Interviewing

Behavioral interviews focus on real past experiences to assess a candidate's fit with Amazon's core principles. Asking about customer-driven innovation or leading under regulatory pressure might indicate strategic forethought and transparency (Kouzes & Posner, 2017).

Leadership Simulation Exercises

Candidates can demonstrate their capacity to combine stakeholder interests, innovation, and long-term vision by tackling simulated strategic difficulties like ESG crises or antitrust issues. Dopelt et al. (2023) recommend simulations to assess leaders' vision-to-execution under duress.

Cultural Alignment Assessments

Ensuring a strong cultural fit is critical (Pérez-Temprano et al., 2024). Amazon's leadership principles can be tested via personality and values assessments.  Customer focus, ownership, and frugality can be judged by organizational ethos, not just business skill.

Conclusion

Succession planning at Amazon must be a strategic, deliberate process that ensures the continuity of its performance culture while allowing space for adaptive leadership. His successor must maintain Andy Jassy's visionary thinking, customer devotion, and operational discipline. Amazon can sustain competitive agility and cultural coherence by combining internal pipeline development and global leadership search. Leadership simulations and behavioural interviews help screen applicants for competency and Amazon's culture. Strategic leadership is about creating the future, not just managing it. Additionally, great leaders "model the way" and "inspire a shared vision," which Amazon needs for its next chapter. A thorough, values-based, and strategic selection process will find a leader who maintains and advances Amazon's dominance.

References

Adi, F. P. (2021, May 31). Amazon Anti-Competition Law in the International Political Economsy. Www.atlantis-Press.com; Atlantis Press. https://doi.org/10.2991/assehr.k.210531.076

Antonopoulos, D. (2023). Financial performance and strategy for Microsoft and Amazon during Covid-19 pandemic. Dspace.lib.uom.gr. https://dspace.lib.uom.gr/handle/2159/28420

Carreno, A. M. (2024, December 2). Analyzing Amazon’s Evolution from an Online Bookstore to a Global Tech Giant. ResearchGate. https://doi.org/10.5281/zenodo.14649218

Dopelt, K., Shevach, I., Vardimon, O. E., Czabanowska, K., Nooijer, J. D., Otok, R., Leighton, L., Bashkin, O., Duplaga, M., Levine, H., MacLeod, F., Malowany, M., Okenwa-Emegwa, L., Zelber-Sagi, S., Davidovitch, N., & Barach, P. (2023). Simulation as a key training method for inculcating public health leadership skills: a mixed methods study. 11. https://doi.org/10.3389/fpubh.2023.1202598

Gutterman, A. S. (2023, August 24). Sustainability and Human Rights Standards and Instruments Relating to Labor Practices. Social Science Research Network. https://doi.org/10.2139/ssrn.4551042

Haefliger, S., Hueller, F., & Reza, D. (2021). Customer Complementarity in the Digital space: Exploring Amazon’s Business Model Diversification. Academy of Management Proceedings, 2020(1), 16912. https://doi.org/10.5465/ambpp.2020.16912abstract

Hamori, M. (2021). Talent Acquisition and Executive Search Firms. Contemporary Talent Management, 17–34. https://doi.org/10.4324/9781003182788-3

Hughes, R. L., Colarelli Beatty, K., & Dinwoodie, D. L. (2014). Becoming a strategic leader your role in your organization’s enduring success. San Francisco, Calif. Jossey-Bass.

Kamila, M. K., & Jasrotia, S. S. (2023). Ethics and Marketing responsibility: a Bibliometric Analysis and Literature Review. Asia Pacific Management Review, 28(4), 567–583. Sciencedirect. https://doi.org/10.1016/j.apmrv.2023.04.002

Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). Wiley.

Pérez-Temprano, J., Leal-Rodríguez, A. L., & Sanchís-Pedregosa, C. (2024). Exploring the Concept of Cultural Fit and its Impact on Positive Organizational Outcomes. ESIC Digital Economy and Innovation Journal, 2, e069. https://doi.org/10.55234/edeij-3-069

Saldanha, T. (2024, January 25). Customer Obsession: Amazon Prime’s Pathway to Success. CMSWire.com. https://www.cmswire.com/customer-experience/why-we-need-to-evolve-from-customer-experience-to-customer-obsession/

Samans, R., & Nelson, J. (2022). Corporate Governance and Oversight. Sustainable Enterprise Value Creation, 103–140. Springer. https://doi.org/10.1007/978-3-030-93560-3_4

Sharma, K., & Makhija, T. K. (2024). Bridging the Cultural Divides: The Transformative Power of Cultural Intelligence in Global Business Leadership and Negotiation. Journal of Global Research in Education and Social Science, 18(2), 15–24. https://doi.org/10.56557/JOGRESS/2024/v18i28647

Viardot, É., Brem, A., & Nylund, P. A. (2023). Post-pandemic implications for crisis innovation: A technological innovation view. Technological Forecasting and Social Change, 194, 122680–122680. https://doi.org/10.1016/j.techfore.2023.122680

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Amazon Succession Planning &#

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