@Nensco I will chew on it.

Yesterday from Subomi's Twitter via Twitter for Android

Take succession seriously unless you want to deal with minutiae when you're old. When you find great managers, pay them well, take an interest in their lives & develop them. Train many people to reduce key man risk. Some may leave. Create a pipeline of managers. #HR #Management

Yesterday from Subomi's Twitter via Twitter for Android

If when you're on vacation, your colleagues are still calling you or sending annoying emails, then they don't trust your subordinates' competence. You've not done a good job of succession planning.

Yesterday from Subomi's Twitter via Twitter for Android

Don't just do that random mentoring thing that people do. If you don't have a curriculum, you're not passing on what you know. If you don't document everything, including contacts & procedures, you're not building an institution or enabling your subordinates to function after you

Yesterday from Subomi's Twitter via Twitter for Android

Sometimes, to build your subordinates' self-confidence, let them apply for fellowships, participate in executive trainings or even train others. In doing so, they will build their own networks and become comfortable in their own knowledge.

Yesterday from Subomi's Twitter via Twitter for Android

Develop a thorough curriculum incorporating every item. Then, train and teach. Sometimes, you'll need to hire to fill unbridgeable skills gaps. Do this and you're ready for succession.

Yesterday from Subomi's Twitter via Twitter for Android

How to prepare for #succession, if you're serious: Ask your subordinates to write a detailed list of everything you currently do that they can't do, or are not proficient in. pic.twitter.com/xaYQc5RHth

Yesterday from Subomi's Twitter via Twitter for Android