It has been observed that a good leader plans his or her exit strategy from an organization in conjunction with developing good talent to succeed them. As a leader I continuously remind those that I serve that I will not always be in my current position. I doing this to inform them that I have not fulfilled my full aspirations and that I will gladly groom them for their next role.

How would you plan your exit strategy? How will you select talent to succeed you? How will you develop your successors leadership capabilities?