It is a common practice in Succession Planning to rotate individuals through lateral career changes to gain experience that will equip them for future promotions. This is a very valid procedure. However, as a many employees will tell you, it is also very disruptive to their teams. If your manager is rotated every 12 – 24 months in order to get their job experience dance card punched – ouch. It creates upheaval due to varying decision making styles, in the communication rhythms, etc. read more »