Strategic Moves in Succession Planning through Game Theory

Succession planning is crucial for organizational sustainability, especially in research institutions facing rapid technological change. This study applies game theory to model strategic interactions among senior leaders, successors, and administrators during leadership transitions. Using payoff matrices and Nash Equilibrium, it identifies stable strategies where no party benefits from unilateral deviation. Findings highlight that cooperative approaches—such as mentorship and skill development—ensure smooth transitions and knowledge retention, while non-cooperative strategies like external hiring increase costs and disruptions. Game theory offers a structured method to align incentives, anticipate conflicts, and design resilient succession plans. Key recommendations include balancing internal promotions with external recruitment, fostering mentorship programs, and leveraging Nash Equilibrium to enhance organizational stability. This approach equips HR professionals with strategic tools for effective staff transitions.