Abstract:

The successful implementation of succession planning in public law enforcement agencies depends heavily on organizational culture and management support. This qualitative case study investigates the relationship between these two factors in the Guyana Police Force while identifying obstacles such as entrenched patronage and unclear promotion systems. The analysis of interview data from senior, middle, and supervisory staff, along with archival information, reveals that transparent and meritocratic cultures create strong leadership development systems. Strategic sponsorship, combined with resource allocation from management, remains vital; however, cultural transformations are necessary for sustaining lasting effects. The research introduces a combined framework that embeds succession planning throughout both cultural and operational aspects of an organization. The proposed approach will boost leadership resilience and talent retention while building public trust in modern policing practices to create agile, strategically modernized law enforcement agencies for the 21st century.

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