When the hand is open, the heart is full.
Joy. That’s what I felt as I congratulated my successor. He got his papers and the organization formally announced his promotion as Plant Manager.
I wonder where my elation is coming from.
Is it being released from the day-to-day burdens of the job?
Is it being soul-satisfied that you have successfully mentored someone?
Is it being known as someone who doesn’t cling to power and paycheck security, but handing them over to the next generation?
Why not all?
Succession planning is one of my passions for people development. I’ve heard somewhere that by 2030, all the Boomers would have retired and… well, heading towards the sunset. That’s why we have to be strategic, steadfadst, and yes, selfless in preparing the next set of leaders.
My experience is that you may have an excellent succession plan, but if the willingness to let go of power, position, and perks is not there, it won’t work. But if it’s there, you feel you’re leaving a legacy and changing someone’s future for the better. That’s the open hand. That’s the full heart.
So:
Who could step into your shoes one day?
What can you do, starting now, to help that person take over?
What support can you marshal to help him succeed?
If not yet, what is holding you or your organization back?
What is the consequence of putting off the succession planning until the need suddenly arises?
Drop me a line if you need some help in grooming your protege.
If you have tips for succession planning, let’s hear them in the comment section below.
Meantime, enjoy the email above. I meant every word of it.
April 18, 2024
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