About

Fifty notes on key-person dependence, written for organisations of roughly five to fifty people.

The position

Succession is not a document but a habit of working so that knowledge does not settle in one head.

Dependence accumulates invisibly and feels like reliability, which is why it is rarely addressed while there is still time.

Most of the practical benefit is cheap: access, supplier contacts, a page per activity, and using the absences that already happen as rehearsals.

Who it is not for

Organisations large enough to have a bench. Corporate succession planning assumes internal candidates, development programmes and a pipeline. At twelve people none of that exists, and the material written for it does not transfer.

What is deliberately absent

Skills matrices, maturity models and nine-box grids, which consume weeks and produce documents nobody reads.

Product names, because the useful distinctions are between habits rather than between tools.

And any claim that this is free. Spreading knowledge costs real time, and being honest about the price is what makes the cheap items actually get done.

Nothing here is legal advice

Employment obligations, the company law consequences of incapacity, and regulatory requirements differ substantially by jurisdiction. Take advice on anything with a legal dimension.

About this domain

This address previously carried an unrelated company website, which its owner has taken down. There is a page about that.