A Leader’s Succession; The 6 Keys to Moving-On Like a Leader… Enhancing Your Leadership, Empowering Your Successor, and Protecting the Culture!

As a Leader within an organization, so much of our identity can be wrapped up in our work, our professional accomplishments, our “Busy”, and the impact we have on those around us on a professional and personal basis! Therefore, it makes sense why moving-on, resigning, or retiring can be so difficult. Whether you’re contemplating retirement, excited about it, unsure about it, feel it in your soul, being forced into it, or making a job change for all the right or frustrating reasons… a successful succession is part of your job, your legacy, and a sign of great Leadership! How you handle it will significantly impact the person replacing you, your People, and the Culture of your Team and Organization moving forward! So, how do you do it?

I vividly remember when my business operated differently and served a different population. We were a small but mighty company; focused on impacting the community and college students by enhancing personal development on campuses. It wasn’t long before I chose to think the dreadful (but proactive thought), “What if something happens to me?”. I had the perfect replacement in mind, but then what? Keep reading!

I’ve also been on the other side as an Employee. I loved my job, was good at my job, and then the CEO left! In the blink of an eye, the entire organization shifted from a “Hi, how are you vibe” to a “Who are you and anyone can do your job vibe”. To this day, I haven’t seen a more toxic work environment and it was all intensified due to poor succession planning! So, how do you do it?

The Questions!

Succession planning doesn’t start when you’re burnt-out, bags packed, and ready to run out of your office doors to your car never to be seen again! It’s best to start when things are great, you have all the energy in the world, are positive, and are thinking clearly. These four questions are a fantastic place to start:

  1. How will you know when you’re ready to depart?
  2. Who will be your replacement?
  3. Why will this person be your replacement?
  4. Are you OK or can you be OK with the differences they will inevitably bring?

Each of these questions are massively important as they will gauge your self-awareness as a Leader, keep you honest with yourself, allow you to select wisely, and protect your Successor, People, and Culture… sometimes from YOU!

The answer to, “How will you know when you’re ready to leave?” will differ for everyone. When I was a Mental Health Therapist, I knew I was ready when I no longer had the passion or interest to sit through a 50-minute session with a client, felt like rushing them along, became irritated with what I perceived to be a lack of effort, and my number one tell-tell sign… when my clients no longer looked like a person to me; rather a diagnosis with arms and legs. Yes, I know this sounds harsh… and it is! I had no idea this was going to happen to me, but it did. Aren’t you glad I left the profession? Aren’t you happy for my clients, their families, and their futures? Be sure you’re no longer Leading when you feel this way! This has become my ongoing answer to, “How will I know when it’s time to move-on”.

“Who’s next?” may be answered by a name you already know or a type of person you believe would be perfect for your role! Perhaps they’re your Direct Report, you’ve been mentoring them, or they have been working their way up the corporate ladder. Perhaps they work outside the company, a friend, or a business colleague. But, do they want it? Where are they in their career path? Are they nearing their professional end? When they are a fit, great! If not, it’s best to select on values, vision, their plan, and their view on People. This leads to their “Why”. Why do they want the position and what impact do they want to fulfill? Some want to impact the world, the community, their staff, the customer… or themselves?

Lastly, “Can you be OK with the difference they WILL bring?”. Your successor is NOT you! There may be some similarities; especially if you have much to do with the vetting process. However, they will have their own ideas, will tweak things you’ve worked a lifetime to implement, and have plans to take “Your Baby” into the future in a new spaceship you never knew existed… What the heck!!! Can you be OK with the inevitable differences?

The A-Team!

While preparing to move-on as a Leader, you’re A-Team will be your most valuable asset! During the emotional turmoil and day-to-day process of your succession, they will help you evaluate your thoughts, feelings, decisions, and share the “Real Culture” of your Team or Company.

Your A-Team may consist of Board Members, Shareholders, Vice Presidents, Emerging Leaders, Frontline Employees, all the way to the Custodian. Please never discount the thoughts and opinions of Receptionists and Custodians… they see and hear EVERYTHING; as they’re invisible to most and your staff speak and behave very candidly around them!

In my Leader’s 5 Rockstars, you’re A-Team may also consist of your “Sellers”… the people that sell your professional propaganda to others, but also your “Grouches”, your Peacekeepers that know all of the behind-the-scenes conflicts and soothe employees and conflicts before all heck breaks out. Lastly, your “Closers”; your People that get results, dots all the I’s and crosses all the T’s. They will continue to operate this way, because that’s who they are… but will be inundated due to the upcoming change and are typically the first ones to jump ship to another company for calmer seas and more pay… Be Mindful!

Note: Having an A-Team without regularly scheduled Meetings is pointless! Choose what regular means to you, what topics, questions, timeframe, and meeting format. Whatever you decide… Be sure to Follow-Through; allowing a successful succession process!

Set the Date!

This key is short and sweet! When we know we’re leaving, retiring, or resigning… share your Why, the What will happen moving forward, and THE WHEN of your final date with your bosses, then your Team, then the company. Setting the date is imperative… as you allow your People to experience the shock, place a date in their hearts and minds, and prepare emotionally and professionally to upcoming changes!

Setting the date is also monumentally essential for us as Leaders! Without having a date… our BUSY doesn’t plan on stopping, problems won’t stop arising, and the sun will continue to come up. Therefore, your final date keeps getting pushed back, no one knows what’s going on, and you will inevitably miss out on great potential successor candidates as they move-on to other opportunities!

Note: You may never feel your job as the Leader is fully complete; as you want to leave things PERFECT. Remember… Great and Done is better than Perfect!

The Pass-Off!

The day is finally here… you’ve asked yourself and others all the right questions, listened to your A-Team, set the date for your departure… now it’s time to Pass-Off your crown and anoint your successor. You can do this in a several-pronged approach with formal Thank-You’s to your Team and a Successor Introduction to your Shareholders and Board Members, then to your Team, and the Organization as a whole. Or a one-time all-company meeting with all of the bells and whistles, in person, virtually, via email, and/or via whatever communication app your company prefers!

The most important thing is your People hear and see you Thank them for the opportunity to Lead them, all they’ve brought to your life professionally and personally, endorse your successor as worthy, and they actually see you step aside!

Follow-Through!

Now comes the hard part! You’re FREE and out of the way… or, so you thought! It’s like raising your kids… you’re done when the turn 18 right? Lol! This is when your kids really need you; as their decisions are bigger and so are life’s consequences. Their mid-20’s are when they start to realize you were right about most things and their 30’s are when you receive phone calls of them apologizing for their teen years.

The same is true for great Leaders once they move on! The kids… Employees… keep in contact to ask for advice, gossip, etc. You will be tempted to involve yourself… and as long as you do… as a consultant or friend… your Former People will be tempted to compare! Follow-Through by helping when asked, keeping your name out of the gossip, building up the organization’s “New Way”, and encouraging your Former People to Stay as an asset at the organization, not as a cog… or to leave as an asset, not a cog!

Enjoy & Evolve!

After moving-on from your Leadership Position at a company, you’ll have more time on your hands than you may know what to do with. Whether is for a few months until you start somewhere else or forever as retirement has become a reality. The point is, it’s time to enjoy it and evolve… but how? Here are a few questions to start with?

  • Who do you want to be relationally, financially, mentally, physically, and spiritually? Put your How-To’s in your calendar!
  • What’s “Fun” now? Put it in your calendar!
  • Where would you like to travel? Put it in your calendar!
  • How would you like your day to flow? Put it in your calendar!
  • Who do you enjoy helping? Put it in your calendar!
  • How, where, and for Who can your professional wisdom be most impactful, fulfilling, and rewarding? Perhaps it’s volunteering at an organization, starting a new company, consulting or training, writing books, speaking professionally at conferences, or sitting on your couch, elbow-deep in a bag of chips, binge-watching your favorite shows… I don’t suggest it, but some people love it; my Mom did and thoroughly enjoyed her retirement!

Whatever your answers… put it in your calendar, live it, appreciate your contributions to the past, maintain positive contact when it’s appropriate, and enjoy the heck out of the new chapter of your life!

You now know how to move-on like a Leader, what was your Biggest Takeaway? What homework are you giving yourself to focus on NOW; enhancing your Leadership, your People, and the culture of your Team or Organization?

“Please never discount the thoughts and opinions of Receptionists and Custodians… they see and hear all; as they are invisible to most and your staff speak and behave very openly around them… Be Mindful!”   – Andre Young

                        

Written by: Andre Young

Are you looking to impact your Organization, Leaders, Teams, and Employees with Leadership & Work/Life Harmony Trainings or a Speaker? Click www.youevolvingnow.com to connect, chat, and customize with Andre Young!

Skip to content
YEN PUSH

FREE
VIEW