Managers can not be in their positions forever do so. Even the most dedicated manager will ultimately decide and the other a work to another corporation. Gloomy, the leaders have retired or died management team will suffer losses. For whatever reason, lost in a crucial moment important managers may have devastating effects. Henry Ford (Henry Ford) in the early stage of the success should be attributed to his senior management team, the talent, In particular, the production director William-Stevens (William Knudsen). When the President suddenly left-Stevens Ford, switch to competitor General Motors (General Motors), Mr. Ford by surprise. He has taken many people in this situation will take the practices : - Stevens promoted deputy to Mr. Charles Sorensen (Charles Sorenson) to succeed. Although Mr. Sorensen work efforts, in responding to the challenges facing Ford, his ability is not President-Stevens. Some people believe that Ford's decline began on the moment. Key managers to leave one day. Succession plan (succession planning) refers to foresee such incidents, and decide how to fill the vacancies left by them. Ford's approach is promoted deputy to the outgoing manager, which is the easiest way out, but it does not always play a role, Unless The deputies have been trained and ready to succeed. Good succession plan foreseeable future enterprise management needs, and then try to ensure that either : or within the enterprise to cultivate talent, or at the right time from the external recruitment of skilled managers. Outgoing enterprises in the higher status, the issue of succession is more important. Leading a global enterprise can sometimes necessary supply. Even find competent managers, also needs a smooth transition for. 1980. Guo Si (Roberto Goizueta) was appointed to the Coca-Cola Company (Coca-Cola ) months before CEO, and its rival for the post launched a very public conflict. Coca-Cola's internal strife damage the company's image, the size of the second competitor Pepsi (Pepsi) benefit. By contrast, Jeffrey Yimeierte (Jeffrey Immelt) took over the General Electric (GE) can be relatively smooth, it is accompanied by the inevitable question : He can be reached predecessor, Jack Welch (Jack Welch) standard? In fact, General Electric outstanding leaders in a smooth handover, they have long history This is the company's success factor. In a versatile and popular love of the manager or leader is still working under the circumstances, for the outgoing planning for the day to some harsh. But eventually, to take action. Key positions in the smooth transition is very important, not only to ensure efficient operation of the company, ensure that the management of human resources to be fleshed out, but also to the outside world (especially to the shareholders) to send a signal : according to the company is due to the manner in operation. If the confusion in management, the key vacancies untrained deputies reluctantly takes over operations, can not sustain the confidence of investors. Under ideal conditions, the key posts of succession should be seamless. enterprise itself or outsiders are not aware of any disruption or interruption. Meanwhile, the successor should be future-oriented : key managers types of cloning to replace him (or her) not good enough. With the growth of enterprises and development, the introduction of new management personnel should be consistent with the evolving needs. The new manager should bring new ideas, new methods, new ways of innovation and making enterprise full of vitality. Lost a great leader or manager may be worth sad, but people should not panic-stricken. Each outgoing managers, all of the enterprises will provide opportunities for further growth. So long as the enterprises are able and willing to understand this point.