A position becomes a problem when a person invests more energy in holding onto it than in the work they’ve taken on. The same decisions are repeated, mistakes persist, and discussions about a successor are perceived as a threat.
Extensive experience can be valuable. The length of time spent at the top is, in and of itself, neither proof of competence nor a reason to dismiss someone. The question is what that person contributes to the organization today.
Are they developing people who can take on responsibility? Are they giving them real room to make decisions? Or does the system remain dependent on them because a different approach to power is not acceptable?
Younger colleagues cannot simply wait their turn. They must show what they know, carry their share of the work, and give a reason to be trusted with more.
Change isn’t defeat. It can extend what we’ve built, if we prepare people in time and agree on how responsibility will pass to them.
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