Leaders who love their organization develop a succession plan for their eventual or possible unexpected departure. Succession planning is indicative of a strong team. The organization’s work is about the vision and mission, not the individual, and the work must continue. An organization without a succession plan is like a family without a will—by the end of the second day, everyone finds themselves in an Agatha Christie novel.
A succession plan includes, but is not limited to, the most senior leaders. Organizations should develop a pipeline of talent, create programs to increase exposure to different areas of the organization, pair with mentors for skill development, and monitor their leadership bench.