An interesting scenario- the executive of a small specialist research function that bridges (and is funded by) different worlds of academia, healthcare and science, has been bidding for several years for substantial funding to completely redevelop and automate the whole function, a wholesale strategic change of it in line with his highly innovative vision. At long last, this forward approach has been recognised and various bodies have awarded the funding he needs (or most of it anyway). Excellent news so far.
Just one hitch. He retires in 4 months. There is nobody within the organisation who will replace him, a successor will be recruited from elsewhere. I am providing the initial advice around the project management, while wondering how far to go with developing the project as no doubt his successor will have their own plans too in time. Saving Changes...
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Emad QadiDirector of PM/PMO| Ministry of TransportMakkah, Saudi Arabia
This is a weakness in the organization's strategy for not having an item to qualify people for its leadership after retirement of the top leaders to make them qualify to his position Saving Changes...
Al TaylorI.T. Contractor| IndependentWaterloo, Ontario, Canada
interesting...you have many options....sounds like u share the vision which is great! Here is one option...do the Charter then put things on hold until the new sponsor is named. Have u thought of any others?...I'll bet your tempted to take charge and lead the way...maybe?....good luck! Saving Changes...
List all options on the table.
Prioritize them.
Select the best option.
This may be applied to your case. As Al mentioned, you have several options. Saving Changes...
