Part 7/10:

In a fast-evolving business environment, knowing when to step down is as crucial as the succession planning itself. Leaders often face delayed recognition of their aging, with many only realizing the need for transition in their 70s. This underscores the importance of early planning and self-awareness.

One executive shared his proactive approach—beginning succession planning at age 43—to minimize disruptions and nurture a capable management team. His goal is to make himself redundant, thereby creating space for new leaders to innovate and expand the company's horizons.