DEVELOPING A SUSTAINABLE SUCCESSION PLAN FOR YOUTH LEADERSHP, A CASE STUDY OF THE NPP -- Benjamin Ntim Gyakar

DEVELOPING A SUSTAINABLE SUCCESSION PLAN FOR YOUTH LEADERSHP, A CASE STUDY OF THE NPP -- Benjamin Ntim Gyakari

Mr. Benjamin Ntim Gyakari a.k.a Sir, Sir an aspiring constituency secretary for Dome-Kwabenya has urged the New Patriotic Party to develop a total sustainable succession plan to generate youth future progression into leadership positions.

The article sighted by www.thehubweb.com on friday also stated a strategic approach that can help the party win power in 2028.

Article follows...

Apolitical party can develop a total sustainable succession plan to generate youth future progression into leadership positions by implementing a strategic approach that includes the following steps:

1. *Identify and Develop Young Talent*: The party should establish a program to identify, recruit, and develop young talent within the party. This can include internships, mentorship programs, and leadership training initiatives. The NPP over the years has used TESCON as its source of hunting for talented youth for this structure. In addition to this formally recognised youth talent hunt approach, they also depend on individual volunteering youth clubs, but they don't give them the needed recognition.

2. *Create a Leadership Pipeline*: We have to develop a leadership pipeline that provides a clear path for young leaders to progress through the party ranks. This can include roles in local government, party committees, and parliamentary positions. This is a key result area (KRA) that does the practical trick of attracting the youth to the party, but we don't take it seriously. It is rather god-father system (family & friends) that is being observed in the party, which denies equal opportunity for the non aligned members who are outside the TESCON structure.

3. *Mentorship and Coaching*: Pair young leaders with experienced mentors who can provide guidance, support, and coaching. This can help young leaders develop the skills and confidence they need to succeed. This approach needs to be formalised in the party's settings.

4. *Leadership Development Programs*: Develop leadership development programs that provide young leaders with the skills and knowledge they need to succeed in leadership positions. This can include training on policy development, public speaking, and campaign management. Yes, we expect the Patriotic Institute to play this function and also extend it operations to the constituency level.

5. *Encourage Participation*: Encourage young leaders to participate in party activities, including conferences, debates, and policy discussions. This can help them develop their skills and build relationships with other party members. Bawumia's message of Constituency Based Budgeting (CBB) will operationalise this concept provided it will be implemented and not a lip-service gun.

6. *Diversity and Inclusion*: We will have to ensure that the succession plan is inclusive and diverse and that young leaders from all backgrounds have opportunities to participate and develop their skills. This is possible if the concept is well marketed through the rank and file of the party, particularly at polling station executives meetings.

7. *Evaluation and Review*: Regularly evaluate and review the succession plan to ensure it is working effectively and make adjustments as needed.

*Benefits of a Sustainable Succession Plan*

A sustainable succession plan can bring numerous benefits to a political party, including:

1. *Renewal and Revitalization*: A succession plan can help bring new ideas and perspectives to the party, leading to renewal and revitalization.

2. *Continuity and Stability*: A well-planned succession can ensure continuity and stability, even in times of change or crisis.

3. *Increased Competitiveness*: A party with a strong succession plan can attract and retain top talent, increasing its competitiveness in elections.

4. *Improved Leadership*: A succession plan can help identify and develop the next generation of leaders, ensuring that the party has strong and capable leaders.

*Sustainability*

To ensure the sustainability of the succession plan, the party should:

1. *Institutionalize the Plan*: Make the succession plan a part of the party's institutional structure rather than relying on individual leaders.

2. *Provide Resources*: Provide the necessary resources, including funding and personnel, to support the plan.

3. *Monitor and Evaluate*: Regularly monitor and evaluate the plan, making adjustments as needed to ensure its effectiveness.

4. *Engage with Members*: Engage with party members, including young leaders, to ensure that the plan is meeting their needs and expectations.

 *Challenges to be Expected:* 

Given the party's background, some challenges in developing and implementing a sustainable succession plan include:

1. *Resistance to Change*: The existing godfather system may resist changes to the status quo, as it may threaten their power and influence.

2. *Lack of Institutional Knowledge*: The party's informal structure and reliance on individuals rather than institutions can make it difficult to codify and transfer knowledge.

3. *Limited Understanding of Succession Planning*: The party's social structure may not have the necessary expertise or understanding of how to develop and implement a sustainable succession plan.

4. *Power Dynamics*: The godfather system can create power imbalances, making it challenging to implement a succession plan that doesn't favor specific individuals or groups.

5. *Cultural and Social Norms*: The party's culture and social norms may prioritize loyalty and personal relationships over merit and competence, hindering the implementation of a fair and transparent succession process.

6. *Lack of Trust*: The party's informal structure may lead to mistrust among members, making it challenging to build consensus on a succession plan.

7. *Resource Constraints*: The party may lack the necessary resources, including funding, expertise, and infrastructure, to develop and implement a sustainable succession plan.

*Additional Challenges*

1. *Balancing Tradition and Innovation*: The party may struggle to balance its traditional godfather system with modern succession planning practices.

2. *Managing Expectations*: The party may face challenges managing expectations of various stakeholders, including members, supporters, and external partners.

3. *Ensuring Inclusivity and Diversity*: The party may need to ensure that the succession plan is inclusive and diverse, representing the interests of various groups and demographics.

*Potential Solutions*

1. *Education and Training*: Provide education and training on succession planning and its benefits to party leaders and members.

2. *Institutional Reforms*: Implement institutional reforms to strengthen the party's organizational structure and processes.

3. *Stakeholder Engagement*: Engage with stakeholders to build trust and gather input on the succession plan.

4. *Hybrid Approach*: Consider a hybrid approach that combines elements of the existing godfather system with modern succession planning practices.

 *Conclusion* 

Notwithstanding, by developing a sustainable succession plan, a political party can ensure that it has a strong and capable leadership team in place for the future and that will be well-positioned to achieve its goals and objectives.