Back when SI first started talking about talent in year one, we noted that the most important thing you need to do is succession plan — because even if you do everything right, acquire and keep the right talent, and thrive … it will all come to an end when the talent gets lured away, retires, or dies (and it does happen).

You see, if you succession planned, you would have done a number of things that, frankly, you should have started 20 years ago (if you were in business then), or the year you started (if you weren’t).

1. Captured their knowledge from day one

You would have acquired a KMS (Knowledge Management System) and started capturing their knowledge from day one. Even if it’s not directly tied to the systems they use, you’d at least be capturing key knowledge that your junior people don’t have.

2. Captured key artifacts from day one

Furthermore, as time went on, you’d acquire systems for all of their major tasks and ensure that all of the key steps were done online in those systems. No bypasses allowed. Sure, how they made the decisions would be in their head, at least to the extent it’s not captured in the KMS, but all the steps, and artifacts would be there for whomever comes next.

3. Identified at least one internal successor for each critical resource and have that individual mentored by the critical resource ASAP

So that, even if the potential successor isn’t ready for a senior role when the critical resource is no longer available, at least you’ll have retained some of the knowledge, some of the artifacts, and some of the capability. And if you can find a suitable replacement externally quickly, that person will be much more effective as they’ll have a capable right hand resource, artifacts, and knowledge.

But you didn’t do any of this. So what do you do?

Well, first take Wouk’s advice and get it out of your system:

When in danger or in doubt,
Run in circles, scream and shout

Second, identify and acquire a suitable successor as soon as possible, even though it could be costly. You need someone suitable who’s ready, not half ready.

Third, you need to acquire the expertise and systems to jump start the replacement.

1. Get a KMS ASAP. Don’t make the same mistake again.
2. Acquire systems that will be used to automate key functions, as well as capture, store, and index all the key artifacts for quick look up that are needed to execute them — no disconnected email, documents on various cloud drives and untracked laptops, or other haphazard solutions.
3. Hire expert consultants who are former practitioners to help populate that KMS with key knowledge and execution systems with templates and as much process knowledge as those systems can hold.

You’ll still have a rough time sailing choppy seas … but you might not sink if you start on the right track now. No guarantees, but it’s likely your only chance. The Age of AI Hype has proven dumb systems and inexperienced kids can’t do the jobs of senior talent, and since you forced so much of that talent into early retirement with your AI BS, you’re in trouble if you can’t retain a few grey hairs and start training the next generations to take over now.