Whether we like it or not, endings are a part of life. They are woven into the fabric of life itself, both when it goes well, and also when it does not. Dr. Henry Cloud
One of the reasons why succession planning is avoided is the fact that someone important is going to leave or has left. While we all know that our employment will end at some point, we tend to put off that reality till another day. Every now and then, however, the topic comes up again.
It usually begins with the bus question. If the CEO gets hit by a bus on the way to work, God forbid, what will we do? What is our plan?Or the retirement question. Your not going to retire yet, are you? Sometime it is precipitated by a unexpected event. Those events could include serious illness, performance issues, philosophical disagreement, or a promotion. In any event, sudden events create anxiousness, crisis and concern…especially if a succession plan has never been addressed or put into place.
Whether you are a board or organizational leader you are probably thinking and wondering about succession in your 
organization. If you are, I want to recommend a new business book by Dr. Henry Cloud called Necessary Endings. The author helped me come to grips with the fact that all things come to an end. It is a very natural part of life. And some things must come to a necessary end before new growth can occur. That, it seems to me, is the essence of succession planning.
Succession planning is about promoting new growth so that when necessary endings occur, the organization is ready to move forward. When we stop avoiding the succession discussion and accept that endings are a necessary part of organizational life, we will be better positioned to lead the organization into the future.
And that is what we must do as leaders!
