There is scarce number of ready-to-use models available to guide organizations in planning for a successor. This paper aims to draw together leadership succession models and present the similarities and differences between the models, subsequently providing suggestions to improve the existing leadership models. Four (4) leadership succession models for businesses and public sector were analyzed based on the objectives and respective processes. Most models focus on leadership development and the choice of leaders for specified positions, and differ in the emphasis on development methods and execution of a succession plan.