Succession Planning Is Key for Business Continuity

In a previous blog, we posed some questions to help readers think about what is “succession planning” when you move on to something else—either inside or outside of your business.  Any thoughts on who would take care of everything in your absence?

Consider the following scenario…

Sam built her department from the ground up after convincing senior management of the importance of having an internal entity to oversee all company projects and implement a standard methodology to complete them. What started as a one-woman operation in which she assessed needs, prepared proposals, and delivered services internally, became a two-person operation when an undergraduate student from a nearby college joined her as an intern in exchange for the experience. 

After Sam proved the worth of her department to the company, it became a five-person team with the support of three employees “borrowed” from other departments.  Ten years later, the department has 45 employees organized in clusters and strong online capabilities that enable the team to support clients anywhere and anytime. Sam has the support of several supervisors, but is thinking about moving on.   

What happens next will be the result of the choices that Sam makes at this crucial moment. Although succession planning does not need to be scary, we know from experience that everyone’s emotions will be running high.

As a manager, Sam should always know who would be her successor when she left. If she has waited until now to find out, she is facing a crisis. If the potential successor is ready and interested in the position, Sam will be able to focus on the transition until she departs. 

However, if no one is ready at this time, Sam may have to propose bringing someone from outside of the company.  (And we say “propose” because in a situation like Sam’s, the final decision of who will be her successor is not entirely her own.)

Have you experienced a situation similar to Sam’s? Share your thoughts in the comments below.