find a new path and vision for their future
is the first step.
The next decisive step is to develop a proper
approach to selecting an appropriate heir
to the leading role at the company. When
conducting this search for a successor,
it is important for the current owner to
abandon the thought that they need to
find a replacement that is as similar to
them as possible. We are not searching for
a clone, but for someone with the same
set of values. We are looking for someone
who has the skills to push the company to
the next level, and who can develop these
skills throughout the succession process.
The third factor to consider is whether
the company can provide the financial
means for the current owner to fulfill their
After these three components are
properly handled, the next step is outlining
the individual steps of the succession,
defining goals and milestones that need
to be reached and actions that need to be
taken. Essentially, this creates a plan that
helps regulate the upcoming changes.
We at New Dimension, have first hand
experience with this kind of process. In
December of last year, I finally completed
the multi-year process of succession.
I elected a system that involves two
directors - Kristýna Pochvalitová and
Lenka Chýlková, who is also the company
manager. I handed over my role to them
with absolute confidence in their abilities
and gave them full authority.
Finalizing this process also served as
a gift for me in the celebration of our
company’s 15th year of operation. Looking
back, I highly appreciate the strong trust
of our clients and the effort our entire
team put into making everything go
smoothly. These are important pillars
that you can lean on during the process
Text: Radka Šušková,
Interim manažerka, New Dimension, s.r.o.
Foto: Martina Rokosová
www.positiv.cz ǀ 69