Embrace Succession Planning as a New Beginning
Of all the interesting topics in business leadership and operations, succession planning is one that many leaders defer, simply because it isn’t too exciting. Who wants to think about not being in charge anymore or having someone else take the reins after you’ve poured yourself into creating a successful company or department?
I challenge you to embrace the concept of succession planning and understand how, when paired with our own humility and insights, it can make all the difference to your company’s success, the success of your replacement and teams, and your own peaceful transition into your next gear.
I challenge you to look at succession not as an end but as a beginning.
Remember how you felt when you were offered a shot at the top spot, and what you did with what was given? Now, consider how much better you can make that transition for the next person, who is about to receive some great news: that you believe in them! Succession planning is as crucial for the new recruit taking your place as it is for you. Let’s explore two critical steps to create a solid foundation for all involved.
Activate your leadership team in the overall considerations and communications: Change is exhilarating in the best of times and terrifying in the worst of times. As humans living life, we can regularly be moving from those two extremes at any given moment. Be transparent about your replacement choices and keep the communication flowing between you and your team. Ask their thoughts and review with them their plans for training their department to adapt to the new leader. Stay open to your team’s questions, and listen between the lines, knowing that what you all work on to prepare the new leader for success will make all the difference in the long run. Remember, integrated people and plans create less stress and more trust; the more your team is included in the process, the better the results for everyone. Don’t think alone.
Train, train, train, and follow-up: One thing CEOs do really well is talk. You can talk to your new recruit and take them with you on site visits, dinners, trade shows, vendor meetings, etc., to show the way, but they need to know the way. No talking in the world takes the place of good, old-fashioned training. Every leader transitioning to a new role learns at their own pace, so ensure the schedule has enough time for this recruit to experience both the walk and the talk. After they have digested one department’s training, spend time with them for critical downloads and questions; they must see and feel your unfettered support and that of your teams. Think of yourself now more as their wingman or shepherd for their success.
Endings mean new beginnings. Take time to thoughtfully ponder the opportunity before you and your company and invest in both their future and yours. Keep being brilliant!
