Mel and Michael talk about succession plans. Why is it important for every organization to have pre-drafted succession plans? Should these plans take on the character of advance directives in case the leader is no longer around to execute them? You can also expect to learn about staff development. Should staff development fall on the shoulders of the leader or should it be delegated to managers? Do succession plans need to be in place for each employee you bring onto the team? Is there a right time or right way to make the successor aware that they are the planned replacement as leader? When you’re leading an organization how do you balance the wisdom of a proper succession plan with the value of being needed by the organization since you’re the only one trained to do your work?
