Thinking about the structure of an organization also means thinking about succession. There is no point in business going well if there is no well-designed succession plan for when the time comes for the president to retire. It is important that everything that has been achieved so far is not lost and that ethical principles are maintained.
This next step, which seems so far away, is not always thought of in a concrete way and as a project to be followed. This is because it is not very comfortable for the entrepreneur to think that one day he will end his journey and leave what he has built for someone else to take over.
In order for the transition of management positions to be smooth, the ideal is for those who are going to retire to live more closely with their successor and provide them with all possible information, such as the company's history, mission, culture, and guidelines for the plans. futures. Preparing others is also a way of ensuring that their plans and values are perpetuated for generations to come.
In a moment of succession, the company cannot be seen as fragile by its competitors or by the market. Keeping pace and not losing the spaces already conquered are among the steps to be followed, demonstrating smoothness and transparency in this very important phase of transition.
Thinking about possibilities for this passing of the baton to be carried out smoothly is one of the duties of the advisory board of this organization, which must, in addition to helping the president in his new choice of successor, give him the necessary support so that all the reasons for this choice are made consciously and appropriately for both.
And for the company that will go through the succession, it is necessary that its foundations of values, mission and culture are well consolidated and do not get lost in the middle of the way, but mold themselves into a new perspective from a different perspective.
Luara de Jesus Silva supports HR Consultant UK's Talent Management and Corporate Solutions processes.
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