John is a 58 year old manager who has run his company for the last 30 years. He has neglected to create a succession plan and has instead seen to allow his office manager to become the new Chief Operating Officer of his company. The result was that John could do little to put the baton down in terms of his involvement in the company as he lacked the confidence in his successor. Gedanken worked with John to prepare himself for retirement and establish the level of participation he would offer the company with his continued interests within it. Gedanken also worked with the incoming CEO to make sure that this person was supported during the succession process and identified an additional development post that would support the whole process on an ongoing basis.
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