I am now in the process of making a succession plan … for myself!
Why do I want that … to ensure that the organization is not people centric, even if it were myself, I dont want the firm to be dependent on me. What are your experiences in charting out a succession plan for the management of the firm?
As far as I know, it should ensure that the next one who takes up can hit the ground running without any suffrage to the firm.
