Leadership Succession Planning in Higher Education: A Systematic Review

Abstract

The sustainability of higher education institutions is critically contingent upon effective and continuous leadership, particularly within a challenging landscape of global competition and resource constraints. This study aimed to systematically review existing approaches, models, challenges, and future directions of leadership succession planning in higher education, with a focus on identifying best practices that support institutional sustainability and leadership readiness. A systematic literature review was conducted in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to ensure transparency and methodological rigor. Peer-reviewed studies published between 2018 and 2025 were sourced from leading academic databases, including Scopus, Web of Science, and Google Scholar. Out of 830 initially retrieved records, 54 studies met the inclusion criteria and were critically analyzed. The review identified four dominant leadership succession models in higher education: the talent management model, leadership pipeline model, mentoring and coaching models, and hybrid/ad hoc models. These frameworks collectively enhance leadership continuity, improve institutional governance, and sustain organizational performance. However, the study also revealed persistent challenges, including the absence of formalized succession frameworks, limited leadership development opportunities, resource constraints, and inadequate administrative commitment. Emerging practices emphasize embedding leadership development into academic career pathways, fostering diversity and inclusion in leadership pipelines, and utilizing data-driven technologies for talent management and informed decision-making. This study provides a comprehensive synthesis of leadership succession planning within higher education, presenting a holistic understanding of leadership succession dynamics. Furthermore, it proposes a roadmap for policy and practice aimed at strengthening institutional resilience and sustainability through strategic leadership development. The findings hold significant implications for policymakers, higher education administrators, and human resource professionals. By institutionalizing succession planning as a strategic priority, HEIs can ensure smooth leadership transitions, preserve institutional memory, and enhance long-term sustainability. Such initiatives can also promote inclusive leadership cultures that reflect equity, innovation, and adaptability within academic governance.

Keywords: Leadership succession planning, Higher education, Institutional sustainability, Leadership continuity, PRISMA, Talent management, Governance.