Yeah, our replacement producer was great! She was great enough to go straight to just leading a different project. I did not sense any resentment or disruption in our original producer coming back though, and she was also great. Of course there was a proper handover etc as well. I think when you assume competence all around and hire competent people this becomes largely a non-issue to be honest.
> when ... and hire competent people this becomes largely a non-issue to be honest.
Good point.
Hmm, maybe one job interview question could be to get a project current status description, and then choose the next steps (as if one got to take over that project for a white)
> The replacement producer was simply moved to work on another project.
I wonder about the theoretical situation when the replacement did a significantly better job, and you needed just one person for that job role.
Then, I wonder if there could be some resentment when the original less talented person returns and "kicks out" the more talented one.
Maybe a solution is to not be too attached to the company and how it's going, and have a life outside work, hmm. And just not care
> fostering a culture where no one person is absolutely pivotal to the project
That sounds good. Maybe could even be a good thing to practice project leader rotation, without anyone going for parental leave