If your business or organization suddenly finds itself without a key team member, who will take responsibility? Many places operate without a succession plan under the philosophy that it will be dealt with when it happens. This lack of a plan may impact leaders, staff, vendors, volunteers, customers, and/or anyone related to or involved with the business or organization.
Sometimes conversations about the future uncover issues that folks prefer to avoid. Does everyone have a clear understanding of the mission and goals? Are descriptions of all roles and duties clear? Has someone been trained to assume responsibilities in another members’ absence? When will time be set aside to make that happen? Does anyone have the interest, skills, time, and willingness to complete extra duties? Who is really best suited for a particular position? How long will the substitute person assume the role? What will it mean for that person’s current role? How will the key member’s role be permanently filled?
Succession planning requires thoughtful and constructive conversations. Taking time now to plan for the future may insure consistency, longevity, peace of mind, and save time and money.
Mediation may alleviate these concerns for businesses and organizations and prevent future issues by helping to clarify needs, consider options, and create ideas for resolution in a private, confidential setting.
