What does it mean that agent succession?

When retiring an agent ensure its responsibilities transfer to a new agent or are consciously dropped.

Example: You have a morning planning agent — a routine that reviews your calendar, identifies top priorities, and sets your focus for the day. When a job change makes this specific routine obsolete, you don't just stop doing it. You either build a successor agent tuned to the new role's rhythms or you explicitly decide that some responsibilities (like calendar review) transfer to a weekly planning agent while others (like daily priority-setting) are consciously dropped because the new role handles prioritization differently. What you never do is let the routine die silently and discover three weeks later that you haven't set a deliberate priority since.

Try this: Identify one agent (habit, routine, system, or practice) that you've retired or abandoned in the last year. Write down: (1) what responsibilities it carried, (2) which of those responsibilities are now handled by something else, (3) which are handled by nothing. For each orphaned responsibility, decide: does it need a successor, or should it be explicitly dropped? Document your decision. This is a succession audit.