Many management teams delay introducing succession plans until they’re backed into a corner with the imminent departure of someone who plays a key role in the organisation. This inevitably leads to a stressful and sub-optimal replacement process and often at a higher cost than what should have been achievable.

Succession planning should start at least a year before the planned departure of a key position and far earlier when, for example a CEO is to be replaced. There is a number of fairly basic preparatory steps that are equally applicable to all job roles and which, if adhered to, will lead to a much better outcome.

These first few steps often feel the hardest to take – but they needn’t be. Let Crescus help you get started here and assist you with your business continuity processes.