每日原则：在设计中要考虑继任计划和培训安排
我要是能在早期职业生涯中考虑到这个问题就好了。为了确保你的公司有持续良好的业绩，你需要建造一台“永动机”，即便你不在也能很好运转。这不仅仅涉及你自己的退休安排，也涉及怎样遴选、培训和管理接班的新管理层，最重要的是，要把文化和价值观传承下去。
这方面我见到的最好的办法来自通用电气、3G资本，它们构建了一种金字塔式的“接班通道”，在其中，下一代领导人与当前的领导人一起思考、一起做决策，在学习锻炼的过程中接受考验。
This is a subject I wish I had thought about much earlier in my career. To ensure that your organization continues to deliver results, you need to build a perpetual motion machine that can work well without you. This involves more than the mechanics of your own "stepping out," but the selection and training and governance of the new leaders who "step up," and most importantly, the preservation of the culture and its values.
The best approach I've seen for doing this is what companies and organizations like GE, 3G, and the Chinese Politburo do, which is to build a pyramid-like "succession pipeline" in which the next generation of leaders is exposed to the thinking and decision making of the current leaders so they can both learn and be tested.
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