Here in the UAE, where business never seems to slow down, I’ve noticed something worrying: companies spend big on bringing in new people but don’t put much effort into growing leaders from inside.

When that happens, you end up with missing leaders, lost know-how, and recruitment bills that just keep climbing.

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What Makes Succession Planning Tricky Here

The UAE has its own set of challenges when it comes to figuring out who’s next in line:

• Lots of Expat Leaders: Many top jobs are held by people from abroad, and if their visas change or they head home, things get shaky.
• Fast Growth: Businesses expand so quickly that training leaders often falls behind.
• Talent Tug-of-War: Good leaders get snapped up by competitors all the time.
• Emiratization Balance: There’s pressure to hire locals, but you still need experienced people ready to lead now.

Even with all this, too many companies don’t think about succession until someone big walks out the door and leaves them scrambling.

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What Happens When You Don’t Plan Ahead

If there’s no solid plan for who takes over, it’s not just about the cost of hiring someone new. Here’s what I’ve seen:

• Projects Stall: A new leader stepping in without prep can throw off everything you’re working toward.
• Teams Get Rattled: People don’t know what’s coming next, and that hits their focus and output.
• Clients Drift: If relationships are tied to one person who leaves, you risk losing business.
• Knowledge Walks Away: The stuff only that leader knows goes with them.

I had a client who figured out an unplanned exit at the top cost them AED 2.7 million—hiring fees, downtime, and deals that fell through. It’s a real wake-up call.

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How the Best UAE Companies Handle It

The smartest organizations I’ve worked with don’t just wing it. They do things like:

1. Think Talent Pools, Not Just Replacements
   Instead of picking one person for one job, they build a group of people who could step into different roles.
2. Focus on Real Experience
   They make sure people get the big moments—like running a tough project or sorting out a mess—to get them ready.
3. Hold Onto What Matters
   They find ways to keep important knowledge in the company, not just in someone’s head.
4. Keep the Culture Alive
   It’s not only about skills; they pick leaders who fit what the company stands for.
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Five Steps to Get Started in the UAE

From what I’ve seen helping businesses here, these steps make a difference:

1. Check Your Risks
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   Look at your leaders and ask:
   
   • Could they leave soon (pay issues, no growth, visa stuff)?
   • When might they retire?
   • Are they still doing well?
   • Who’s too hard to replace?
     That shows you where to start.
2. Use a Simple 2x2 Plan
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   For every big role, name:
   
   • Two people inside who could step up in a year or two
   • Two outside hires you could go after if you had to
     It’s a quick way to cover yourself.
3. Give People the Right Challenges
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   Figure out what experiences build leaders—maybe leading a team or fixing a crisis—and get your best people into those spots.
4. Save the Knowledge
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   Try things like:
   
   • Writing down the key stuff
   • Pairing up younger folks with veterans
   • Letting people shadow the big roles
   • Spreading client contacts across the team
5. Keep Your Stars
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   A plan’s no good if people leave anyway. Talk to them about what they want, check their pay against the market, show them where they’re headed, and tie their work to something bigger.
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Why This Is a Big Deal in the UAE

In places where people stick around, you can get by without much planning. Here, where things shift fast, doing succession well sets you apart.

The companies that nail it keep their momentum, hold onto what they’ve learned, and don’t get stuck fighting over the same small pool of outside talent.

Are you ready if a key leader walks out tomorrow? I’d be happy to chat about what this could look like for you.

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