| Preparing leadership succession is only one | | | | thought. There is no harm in retaining the current |
| element of business succession and is easier said | | | | leaders until and unless they go against the rules |
| than done; there are so many nooks and corners | | | | and regulations of your organization or commit |
| to be kept in mind. | | | | some fraudulent activities. |
| What are the steps involved in preparing your | | | | - If you are determined to take new leaders (the |
| business succession? That is, how would you go | | | | decision is totally up to you), then jot down how |
| about it? | | | | the current leaders can help you in your search - |
| - You must let others in your organization (down | | | | what they should do, what they should look for, |
| the line) know that you are in the process of | | | | where they should look, etc. Speak out your mind |
| planning a succession; there is nothing to hide. The | | | | to them so that their search becomes easy. |
| more openly you will communicate, the more | | | | - Work out a time frame for current leaders - |
| helpful it will be for everyone. | | | | how they should go about with the search for |
| - Before you go looking for new leaders, who are | | | | new leaders, how much time they should give to |
| professional qualified, to take over, assess the | | | | this search, etc. You have keep in mind that their |
| current leaders in your organization. You never | | | | current work should not suffer. But make sure |
| know - with little more training, they may prove | | | | that they do not get demotivated by your 'new |
| better than the new ones. Otherwise also, it is | | | | will serve better' attitude! Remember these 4 |
| better to continue with the current leaders as | | | | beginning points while preparing for leadership |
| 'known devils are better than unknown ones'! | | | | succession. |
| Jokes aside, you should give this a serious | | | | |