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Welcome to the Leader’s Lens: The Perspective Shift issue!
This issue offers a fresh perspective and actionable tips to enhance your leadership this week.
Send me an email and let me know how you plan on implementing this perspective shift in your leadership!
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What is your succession plan?
Here is a reflective question for you to ponder on this week:
Who will be replacing you?
Back in 2013, I served as a volunteer leader for our local church college group. At that time, my mentor and college pastor instilled many principles that affect the way that I lead.
This key principle, Who will be replacing you?, is a sentiment that has stuck with me and is one I work to reflect on leading any initiative at work or in the community.
So much so, that I jokingly (with a hint of truth) tell new hires at work "you will be taking my job one day," as a reminder that we all need to be thinking about how we are developing one another for succession.
My mentor knew that the sign of a great leader is developing other leaders. In fact, he served in that ministry role for about 4 years and handed it off to another leader who was mentored under him. And she continued the ministry right where he left off.
Why do we need to fit this principle into our leadership?
Preparing leaders to take over
Unprepared leaders are a detriment to the workforce. There is research showing that we are in The Great Retirement, where the previous generation will be moving on from the workforce, executive position, and leadership roles leaving a vacancy for current generations to fill.
If we are not prepared for that transition, we could see a negative impact on workplace culture and organizational sustainability.
Increasing employee engagement
I know when I was "tapped" as a person of interests for leadership opportunities, my attention perked up!
The intentional touch points walking along side executive leaders encouraged me to see the work in a new way, in their eyes.
I started to ask myself, "How would [that leader] handle this situation?" to mentally prepare and operate as if I am already there.
Your team can have that same level of engagement when you are intentionally developing them to take over one day.
Managing workload to build capacity
This is a benefit for YOU!
How would it feel to have engaged, capable individuals who can think and operate at a level like you? Where you didn't worry if an initiative would not be accomplished or your phone is often buzzing because you have all the answers?
Succession planning shares the love and increases the mindset of everyone on the team. You are able to trust those around you to get initiatives done because they have been developed by you over time. And it gives you the capacity to trail blaze ahead to focus on additional initiatives.
What I’ve learned is this: Your succession plan should start your second week of being hired.
What I mean is, as you are learning and doing your job, you should be looking to develop others in the company to be ready to take your role one day.
We don't want to get to the end of our leadership, or see key leaders leave on our team, and not have thought through if someone is ready to replace that person.
Or worse, we haven't identified who is going to be their successor!
Here are some "low-hanging fruit" actions you can try:
Identify Potential Successors: Seek individuals who show interest and desire in your work. Look for team members who are proactive, ask insightful questions, and show a willingness to take on new challenges. Invite them to shadow you! These are your potential future leaders.
Schedule Informal Meetings: Have coffee or lunch meetings to reflect and share ideas. Use these informal settings to discuss career aspirations, provide feedback, and offer guidance. These meetings can build trust and open lines of communication.
Create Development Plans: Work with your potential successors to create personalized development plans. Identify areas for growth and provide them with resources, such as training courses or mentorship opportunities, to support their development. Delegate some of your responsibilities as a part of their development. Encourage them to stretch their goals beyond their current responsibilities and find ways to help them.
Promote a Learning Culture: Encourage a culture of continuous learning within your team. Share relevant articles, books, or courses and promote knowledge-sharing sessions. Provide regular feedback and recognize their progress as they develop
Yes, building connections and relationships to find a successor is a bit of work. However, think of it as inviting someone into activities you are already doing.
I am available to help talk though, design, or help you implement these elements within your leadership! Find some time here and we can get you on the right track!
Rooting for ya!
Ray
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Whenever you are ready, here are ways you can work with me:
🎤Speaking - As a Speaker and Facilitator, I will engage your team on how belonging and inclusivity can increase your team dynamics! Book Ray Now
🤝Coaching - As a Coach, I will help you enhance the power of inclusivity and empathy to be an effective leader through an equity lens! Book a Call Now
📘Consulting - As a Consultant, I will help strengthen your organizational culture to increase the employee experience and retention! Book a Consultation Now
P.S. - Thank you to those who have filled out the survey letting me know more about your leadership journey! I am excited to dive into the results over the next couple of weeks to provide you with resources and content that will support your leadership! If you haven’t filled it out yet, do so by clicking the link here!
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