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y developing a group of people in your team who are capable; enthusiastic; motivated and focused, you will be able to loosen your reins of control. You will be able to take a back seat in the running of the business.

To quote a well-known phrase, you will be able to work ‘on’ the business, rather than ‘in’ the business. And that’s a big step.

Five rules of ‘letting go’:-

1) Rigorously consider everything you do and decide just how little you could do if you had the right person in place.

2) Decide on a timescale of letting that go to someone else, even if you don’t know who that might be right no (hint - be challenging with timescale - 6 months should do it).

3) Consider who you have in your team now who could step up what they do to the next level.

4) Create a quick and dirty 6 month program of developing (supporting, challenging, delegating and above all trusting) each of the people you have already, to step up.

If you haven’t got the people you think can do it, plan to recruit inside 3 months (note - you probably have the potential inside the people you already have, so check that out first).

(c) 2007 Succession Planning Toolkit. Want a free e-course. Then sign up with a blank e-mail to sptcourse@aweber.com. For more on developing and build an easy to run business, you need to develop your people well. You can find out how, right here, on Martin Haworth’s fascinating website at http://www.SuccessionPlanningToolkit.com