{ "media_type": "text", "post_content": "Hi Fishes! I was closely working with my TL. Its a 2 member team. He's super supportive & appreciates me for the work I do. He handles when it's comes to requirement gathering, business discussions with client's vendors and all those business/functional areas. He's leaving the organisation and it's making me super anxious to handle most than half of his roles and responsibilities. I'm unsure on how I'd be taking this forward. I'm an analyst and stressed af and lackin confidance. Sugges pls? :(", "post_id": "61f279e199bf8c002c990ae5", "reply_count": 5, "vote_count": 2, "bowl_id": "603bffa1824b0d002258e515", "bowl_name": "Deloitte USI", "feed_type": "bowl" }

Hi Fishes! I was closely working with my TL. Its a 2 member team. He's super supportive & appreciates me for the work I do. He handles when it's comes to requirement gathering, business discussions with client's vendors and all those business/functional areas. He's leaving the organisation and it's making me super anxious to handle most than half of his roles and responsibilities. I'm unsure on how I'd be taking this forward. I'm an analyst and stressed af and lackin confidance. Sugges pls? :(

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Ideally a new lead should replace him and you shouldn't worry.

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They'll find someone to replace him. Management usually has a person in mind way before someone leaves

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Yes. But a new person can't 'actually' replace him and the get the level of business understanding in just a week. And yes that's a genuine problem and it stress me out way higher :(

You're thinking as an analyst. A senior consultant/ manager has has experience of joining projects mid way. They'll catch up

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