Power plays: What HBO’s ‘Succession’ teaches us about leadership transitions
In the world of HBO’s masterpiece—Succession, leadership isn’t merely passed down—it’s fought for, sabotaged, and more often than not, ripped away at the last second. The Roy family’s battle for control of their “legacy-driven empire” Waystar Royco is nothing short of a masterclass in chaos—where backstabbing trumps strategy and uncertainty overpowers the boardroom.
Spanning four seasons, Succession is essentially a cautionary tale about what happens when a leadership transition goes wrong. It reflects the dysfunctions that plague poorly managed succession planning. While the show thrives on chaos, its lessons for business leaders are undeniable.
The perils of unclear succession planning
Logan Roy, the ruthless patriarch, never officially declares a successor, leaving his children and executives in a constant state of uncertainty. This lack of clarity destabilises his company, instigates power struggles, and affects investor confidence. Real-world leaders can take a pertinent lesson here—succession planning must be transparent, strategic, and not left to last-minute power plays.
Competence vs entitlement: Who should lead?
Kendall, Roman, and Shiv Roy all believe they deserve the top job, but their claims rest more on birthright rather than proven leadership ability. In contrast, the company’s seasoned executives have the experience but lack the Roy name. Succession underscores a crucial reality: being next in line isn’t equivalent to being the best choice. Merit over legacy must be prioritised while determining the pipeline of future leaders.
The role of mentorship and grooming
Throughout the series, Logan can be seen pitting his children against one another instead of mentoring them. He withholds real leadership development, leaving them under-equipped for the complexities of running a mega empire. In a corporate situation, the best leaders actively coach their competent successors, providing them with opportunities to lead and fail securely before they take the reins.
Keeping the ship steady during transitions
Whenever a leadership uncertainty arises in the show, Waystar Royco’s stock fluctuates, competitors circle like sharks, and regulatory scrutiny intensifies. Uncertain transitions can trigger such crises in any organisation. A well-crafted succession plan fortifies business continuity and reassures stakeholders that the business remains in competent hands.
How power struggles impair company culture
The Roy siblings' shifting alliances and backstabbing create a toxic work environment that trickles down the corporate hierarchy. Employees and executives alike are left disengaged and disoriented. A robust company culture hinges on trust, alignment, and clear leadership—not on internal warfare.
Beyond power plays
From Logan’s refusal to name a definite successor to Kendall’s failed attempts to take over, Succession proves that leadership transitions driven by power plays, rather than strategy, can unravel even dominant empires. When Kendall plans a dramatic coup against his father he underestimates Logan’s grip on power and crumbles under the pressure. Similarly, when Roman and Shiv try to outflank each other, their lack of preparation leaves them vulnerable to more seasoned players.
These situations can precisely doom organisations. The real lesson? Leadership transitions can’t be left to chance or emotion. Companies that fail to groom and empower the right successors don’t just risk internal chaos—they risk losing the empire altogether.