Succession planning for leaders
The best way to move up in an organization is to have the people under you ready to take over. This allows a leader to move into a new role with minimal disruption to the team. This also allows for a critical path forward for top performers and future leaders. This is also true for a small company. An owner needs to create a viable organization that can function without them so they can go on vacation or eventually sell and retire. The way to do this, for a leader within a large organization or a small one, is to have a succession plan. As noted in earlier posts, a leader needs to have time for direct one on one time with each direct report. This limits the number of people who one person can effectively manage. A great way to develop leaders is to keep the number of direct reports low and devolve leadership to selected team leads.
Those with potential to grow into leadership positions should be identified and supported. Part of that support comes from the leader and some must come from their own staff. The best way to learn is to teach and all the principles that a leader should be applying with their team, should be applied further down into the organization.
As a leader or owner identifies the future leaders in the organization, they should actively work to develop not only the skills that will help their people succeed in their positions, but also to develop their leadership skills. The best way for them to develop their leadership abilities is not only to see the example set by the owner/leader but to then put those same ideas into practice with their own direct reports.
The progression should be identified and actively developed as much as possible. The owner or leader should have an identified backup, as should that backup and so on as the organization grows. This provides continuity of operations but also creates a path forward for the important people on the team. That path is both aspirational and functional. As discussed in previous posts, growth opportunities within any organization are critical to keeping ambitious and talented individuals within the business. High performing and valuable people need to see a path forward in the organization that fits with their priorities. That may mean becoming a partner in the business or having the space to operate independently and be recognized for their contributions.
There are several aspects to this which we will explore in greater detail in the future. Whenever possible a leader should be devolving responsibility and authority to their trusted direct reports. This builds trust and loyalty through the open relationship between leader and direct report.
This leads to the next topic, theories of motivation and how to match people with what they are excited about doing. Please forward this along to anyone you think might benefit from these concepts. I look forward to supporting you any way I can. Drop me a note on LinkedIn, at my email address stratton@downeaststratmc.com or forward my intro blog to a friend. It provides tips and explores management principles.
