Yep. So if you don't know by now, perhaps the grapevine is a bit thin on the ground, or the jungle drums a tad muffled, I've a new job. As it's been announced in the MSDN Flash, I can say that it's the Group Manager for the Developer Evangelists. An exciting role managing a team of some of the best technologists I've had fortune to work with.
It got me to thinking though. Success, and moving on, is constrained without a proper succession plan. Do you have one? Have you identified someone who can take your place, and do as good, if not better, a job than you? Or have you made yourself indispensable? The biggest fish in the [insert size] pond!
Besides the opportunity to move on, take a new role, get promoted, and face a bigger challenge, there are other compelling reasons to have a succession plan - no matter your seniority:
Succession planning is not "managing up;" playing some political game with your superiors to be noticed or profiled. It's the opposite. Looking after your subordinates (or your role if you're not a manager) and ensuring that there's someone on the "slate" competent to take over where you leave off.
So whether you're a consultant, with a specific skill-set, a musician in a band, a member of a committee, or the manager of a work team, have you got a succession plan? You won't be able to move on, if you don't.