in succession planning. We find three prevalent beliefs held by those who cannot conclude — or even begin — succession planning:
\等到你退休的时候，你就完了-你也就死了。\这句简单而又广为接受的话语是一个77岁的公司创始人甚至在他结束退休生活, 又从他儿子那里重新拿回公司控制权之前常常念叨的一句话。对于很多人来说，从他们所创下的事业中退下来似乎是一个生与死的大事。难怪很少有人有这个勇气或想法去面对它。这种对退休的恐惧常常在很早时候就表现在不愿意或不能够推行继承计划。我们发现，这些不能够完成，甚至不能够开始执行继承计划的人往往有三种主要的观点：
\\退休令我恐惧\。
\\我们将失去一切\。
\ \这个事业就是我自己\。
Retirement is frightening. It is a new, uncertain journey — at a time when peace in life is treasured. Personal financial security is a powerful motivator to keep control of the business. The inability to \time of unemployment or family poverty.
退休是令人惊恐的。在这样一个平静的生活尤其值得珍惜的时代，退休是一次崭新的前途未卜的旅程。个人的经济保障也是坚持掌控企业的一个强有力的动力。对于那些创业于家庭贫寒或失业时期的人来说，他们更加难以\交班\。
For many who build successful enterprises, their business is their identity. It is said of one woman business owner, still in control in her 90s, that \is her oxygen.\Some entrepreneurs started their businesses at least in part to prove themselves to former bosses who had rejected or doubted them. We find that they cling to their creations more strongly than most.
对于许多成功企业的创始人来说，他们的企业就是他们自身。据说有一个90多岁高龄还在掌管公司的女老板，\工作就是她的氧气\。有的企业家开始创业时至少部分是为了向曾经拒绝过或怀疑过他们能力的前老板证明自己的实力。我们发现这些人比大部分人都有更加强烈的欲望抓住自己的企业不放。
For these reasons and others, too many business founders refuse to retire. They insist that only they are capable of running the business. Jealousy or insecurities relating to declining power generate interpersonal conflicts that spoil succession planning or even the performance of potential successors.
因为这些或其他一些原因，有太多的企业创始人拒绝退休。他们坚持认为只有他们才有能力经营好这个企业。妒嫉或因权力旁落而产生的不安全感导致了人际间的矛盾。这妨碍了继承计划的进行，甚至限制了未来继承者才能的发挥。
If an executive has not quite achieved what he had hoped, he often w