Perma-Five comes up most often when talking about:

• Retirement
• Taking on or buying out a partner
• Making an acquisition
• Delegating a major duty
• Change in leadership roles
• Relocation or expansion of the business
• Major personnel changes

Try This:

• Test Run – Try something on a smaller scale to understand the changes that will take place.
• • Example: if you are considering retirement, take an extended vacation with limited/no communication with the office.  
  • Example: if you are looking at delegating one or more major duties, give the person you plan to empower a chance to shadow you while you do it.  (They will have their own methods, but you should agree on the outcome.)
• Build Structure – Have specific steps that break the larger goal down into smaller steps that are actionable (Written procedures; conversations with people involved; What will be done with your change in time available.)
• Communicate the message – The right people have to know in advance so that they can prepare for the change as well.
• Make sure you have the right people – Just because you see the fit, doesn’t ensure that they will.  Broach any plans with an early conversation to better understand how they see their future.
• • Example: For a potential candidate that you are considering to delegate duties and power to in the future, you might start with a conversation about their career plans as it relates to the position and company.  You many also want to talk with others to get additional perspectives.
  • Example: If you are planning a move to a new headquarters, statistically there is employee turnover for every mile
• Get help – If you find yourself letting commitments toward this change slipping three times in a row, then you will most likely need someone to help guide you and hold you accountable for the changes you know are necessary.