Research into succession planning was first conducted in the business, educational, government, not-for-profit and healthcare sectors and introduced in libraries in the late twentieth century but there is limited literature addressing library succession planning generally, and no literature related to the concept as it exists in Vietnam. Library succession planning has been in existence for over twenty years internationally but has only recently been introduced in libraries in Vietnam. Vietnamese libraries have an embryonic recruitment culture where the concept of succession planning is often unknown or little understood by staff at all levels of the library, from general staff to senior managers and board members. Additionally, the implementation of succession planning in Vietnamese libraries faces many challenges including availability and suitability of staff for management positions, the political environment, and succession processes themselves.  This chapter examines these issues as they impact on the information sector, focussing on academic and public libraries in the Mekong Delta area of Vietnam. Based on interviews and a survey of library leaders and staff, and underpinned by transformational leadership theory, this chapter considers existing succession planning processes and makes recommendations on how these processes may be adjusted and developed to meet and overcome challenges in Vietnamese libraries, and beyond.