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Many research studies have examined the issue of succession (succession planning and succession management) from various perspectives with virtually none that address the issue of succession implementation. The purpose of this study, therefore, is to examine the effect of succession implementation processes on a firm’s dynamic capabilities within selected money deposit banks in Nigeria. The research involved analyzing five Nigerian deposit money banks through a case study. To gather data, a survey research method was employed and questionnaires were distributed to the lower, mid, and top management levels of the chosen banks. A total of 362 respondents participated in the study, and their responses were subjected to multiple linear regression using the R statistic. This paper examines the effect of the Succession Implementation Process on a firm’s dynamic capabilities within selected money deposit banks in Nigeria to project effective implementation as the main driver of the succession process in the organization. The author pointed out that though the study is narrowed to the banking sector of the economy, it revealed the need for top management executives to give adequate support and backing to re-channeling energy and resources during the firm’s transition periods. Furthermore, a significant amount of time should be used on mentoring as well as executive development across levels in the organization, as this helps prevent disruptions in the firm in the transition period. Effective management of persons in the area of transition and knowledge transfers is crucial in succession implementation as this will ultimately drive innovation. Human resources are the most significant element of succession implementation; hence the development of their competencies is a key driver needed for sustained healthiness and competitive advantage. To realize this, top management executives should give adequate ...