To plan my exit strategy from an organization, I will start by helping my successors grow into my role. I will be upfront with them about my position not being permanent. When selecting the right talent to succeed me, I will look for people with the needed skills, strengths, and potential for growth. To enhance their leadership capabilities, I will mentor them and provide the additional skills and knowledge they need to keep growing. I will document all my responsibilities and processes within my role clearly. Plus, I will offer my ongoing support by checking in and helping with any issues or concerns that they may have. I will also encourage them to step out of their comfort zones by delegating challenging tasks that give them new knowledge and boost their confidence. This will help them be well prepared to thrive in this role