As part of the long-range planning process, succession planning becomes a focus for many organizations.
As you know, exceptional succession planning provides for the development and retention of top people along with organizational stability.
When asked for my thoughts on the subject I often share this one important leadership tip.
Your succession plan should not be about planning to replace what you have today with similar attributes and skill sets, but instead, it should be a plan to replace what you have today with the attributes and skill sets you think you’ll need in the future.
The world is changing all of the time, therefore your organizational leadership needs will change as well. Recognize those needs then plan accordingly.