From Talent Gaps to Talent Pipelines: Rethinking Succession in African Markets

kwezikitariko
Sep 8
2 min read

Africa’s business landscape is evolving at speed, driven by demographic shifts, technological disruption, and expanding regional markets. Yet for many organisations, the ability to sustain growth is constrained not by opportunity, but by people. Leadership vacancies, scarce technical expertise, and shallow succession benches continue to create vulnerabilities. As global competition intensifies, the question is no longer whether companies can afford to think about succession, but how they can build sustainable talent pipelines that future-proof their operations.

The Challenge of Talent Gaps

Across Africa, organisations are grappling with critical talent gaps, particularly at leadership and technical levels. Rapid economic growth, industry diversification, and the impact of the Fourth Industrial Revolution are creating demand for skills that local labour markets cannot always supply. Sub-Saharan Africa, for example, is home to the world’s youngest population, but the World Economic Forum estimates the region currently captures only around 55% of its full human capital potential.

The result is a paradox: a continent rich in talent, but where gaps in skills development, succession planning, and leadership readiness continue to challenge corporate resilience.

Succession as a Strategic Priority

Traditionally, succession in African businesses has been reactive—filling vacancies as they arise. Yet the risks of this approach are growing. Leadership disruption, especially in industries like banking, energy, and telecommunications, can undermine investor confidence and stall growth. GCC’s research shows that 37% of African professionals believe their leaders are not effectively supporting the development of future leaders.

This underscores the need to shift succession planning from an HR afterthought to a board-level strategic priority. Succession today must be proactive, data-driven, and aligned with business strategy.

Building Talent Pipelines

The evolution from patching gaps to building pipelines requires organisations to:

Invest Early in Leadership Development: Companies such as Afreximbank and Ecobank have shown how structured leadership development programmes can cultivate a pipeline of future leaders ready to step into critical roles.
Harness Data and Market Insights: Employer brand and talent insight studies across African markets demonstrate that attraction drivers vary significantly by country and demographic. By understanding what motivates talent - whether it’s career progression, societal impact, or skills development - employers can design pipelines that resonate locally and regionally.
Leverage the Diaspora: With over 2 million users on the Careers in Africa platform and a network of global diaspora associations, there is an untapped opportunity to integrate returnees into succession pipelines. Diaspora professionals bring international exposure and technical expertise that can accelerate leadership readiness.
Embed Diversity in Pipeline Thinking: Diversity remains a structural gap in African succession. Women, for instance, remain underrepresented in executive roles, despite evidence that gender-balanced teams deliver higher returns. Building inclusive pipelines is not only equitable but also commercially advantageous.
Balance Technology with Human Expertise: AI-enabled recruitment tools are now supporting African succession strategies by providing predictive analytics on candidate fit and leadership potential. However, human expertise remains essential for assessing cultural alignment and long-term leadership capability.

Rethinking the Future

The future of succession in Africa is about foresight. It is about shifting from filling leadership voids to building a resilient, future-ready talent ecosystem. Organisations that take a pipeline approach - rooted in data, inclusive practices, and diaspora engagement, will not only secure their own growth but also contribute to the wider transformation of African economies.