There are some experience in my working environment that indicate difficulity to transfer a position to a successor. Take an example many of my bosses kinda loss track, and even have a headache when got the job. Since everything is blurry and not well-defined…So I take a lesson here :
- Keep it all documented and well organized, it will make your sucessor easier to take your place.
- Keep it as formal as could be. Don’t make it un flexible, but procedure and standard operational procedure is required to keep your department way of work is stable even in the middle of massive succession.
- Plan your succession early morning, meaning that you need to have a successor as soon as possible. Train them, nurture them and make them understand completely what environment that he/she will be handle someday.
- Increase the degree of involvement of your successor day-by-day, you he/she know better what is the background of each decision and respect it. It will increase the probability for him/her to continue your plan.
So…I think it still going around of planning (a succession) and standard huh ?
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