Succession is a topic most companies defer until it is too late. That is understandable. You prioritize the present. You assume there is time. You do not want to create anxiety. The problem is that it always happens. Key people leave. Sometimes planned — usually not.
Three questions that reveal your readiness
Who takes over if your most important person leaves tomorrow?
Not in three months. Tomorrow. Is there a plan? Is there a person? Or is the answer that you do not know?
That last answer is important information.
Is critical knowledge documented?
Or does it live in one person's head? In one person's inbox? In a way of working that has never been written down?
Undocumented competence is a vulnerability. That is not a criticism of the person — it is an observation about the structure.
How long does it take to recruit a replacement?
En kvalificerad recruitment på specialist- eller chefsnivå tar 6–12 veckor. Lägg till uppsägningstid. Lägg till uppstartstid. Om en nyckelperson försvinner kan det dröja 6–9 månader innan ni har full kapacitet igen. Det är det ni behöver planera för.
What succession planning actually means
It is not about an organizational chart with red and green arrows. It is about having a living understanding of which positions are critical, where the vulnerability lies — and what you do when it happens.
Det tar tid att bygga. Det sparar betydligt mer tid – och pengar och förtroende – när det väl behövs.
If you have thoughts, questions, or simply want to talk something through — feel free to get in touch. I am happy to have an initial conversation with no agenda.
Right person. Right place. Everything changes.