Developing your successor's capabilities, especially within the constraints of my organization involves a focused approach on broadening their skills, knowledge, and abilities. Here are some strategies I'd adopt: Cross-Training: Provide opportunities for my coworkers to learn different aspects of my role through cross-training. This not only prepares them for my duties but also enhances team flexibility and resilience. Documentation: Create comprehensive standard operating procedures (SOPs) and documentation for my role. This should include daily tasks, processes, key contacts, and any other information critical to my position. Ensuring these documents are accessible and easily understood. Mentorship: Offer mentorship to those interested in advancing their careers. Share my insights, experiences, and lessons learned. This can be done through formal mentoring or informal guidance. Empowerment: Delegate meaningful tasks that challenge my coworkers and allow them to take on leadership roles in projects or initiatives. This helps build confidence and gives them a sense of ownership. By focusing on these areas, I'd be able to prepare my team for my departure and ensure a smooth transition