Project Failure Files: No Succession Plan
In Episode 89 of the Project Failure Files weekly webcast, Sharon and I discuss “Treating Future Leaders Like an Afterthought” and how it feels harmless—until one key person leaves and you realize your “plan” was basically vibes and panic. This episode digs into why succession planning is always “important”… right up until everyone’s “too busy” to do it, and then a resignation turns into instant knowledge gaps, stalled projects, and teams discovering (in real time) just how dependent they were on one person.
The conversation challenges the “irreplaceable employee” myth and reframes it as a single point of failure. Strong organizations build redundancy on purpose: cross-training, documentation, knowledge-sharing norms, and intentional development—not hero worship and hope. We also call out a common trap: promoting the most technically capable person into leadership without assessing whether they want to lead or have the judgment, communication, and accountability skills to do it well.
The practical takeaway is that succession planning isn’t an org-chart exercise—it’s a culture and capability system. Identify critical roles beyond just the top executives, map disruption risk, rotate responsibilities, create mentoring habits, and treat vacations (and internal moves) like real-world DR tests. If people can’t take time off without the place wobbling, that’s not dedication—it’s a governance bug.
Enjoy the episode!
Be sure to tune in next Monday, May 11th at 9am Pacific for the next PFF episode as we discuss how communicating at the executive or board level requires a different approach than typical status updates. Hope you can join us on our NEW YouTube channel (please subscribe!) or find us on LinkedIn.
