Individuals, societies, governments, religions, companies, and many other organizations share some similar characteristics.

When young or in their formulative development stage, they seek nourishment and are dependent upon others to grow. They are responsive to attention and are personality dependent.

As they become stronger, they manifest more specific tastes and desires for nourishment, and rapid and significant growth becomes an important objective. They become more widely recognized, respected, feared, liked, and disliked. A clique becomes influential, if not controlling, in their management, and an increased level of arrogance is possible.

As they succeed and mature, and increasingly in the case of individuals when they age, they become longevity focused, have greater demands for efficiency in management, and remove or discard the peripheral. Individuals tend to have greater human waste elimination issues. They also have generational wealth transfer concerns.

Therefore, if individual death is accepted as inevitable, and a shift of the organization’s objectives from ‘growth’ to ‘maintenance of position’ is probable, end-of-game decisions should be made earlier. The decisions should also include in their development those who will be impacted by the decisions.

There is perhaps a need and opportunity for an independent consulting entity specializing in termination planning, since many of the necessary decisions are difficult to make, especially for those who are directly impacted.

 

Arthur Lipper, Chairman                 arthurlipper@gamil.com
British Far East Holdings Ltd.