One of the companies I work with just went through a huge upheaval.
The CEO was in shock.
His star manager informed him she was leaving.
Luckily we have discussed this potentiality – not specifically in relation to this employee, but through the lens of a followership-leadership pipeline.
Was he really prepared for what came next?
In some ways, yes, and in other ways no.
He was certain she would be his next COO.
He had been working with her to build her up to that role.
And he was stuck for a bit considering the possibility of someone else taking on that role.
Luckily, despite the hustle and bustle of daily operations, we didn’t overlook one of the key components that ensures the longevity and effectiveness of his business – Succession Planning.
Which meant he already knew who was going to be taking over her position.
Not only did he know who, they had been working together to grow that individual and engage their followership to make the transitions easier.
Would he need to reconsider other candidates for the COO position?
Sure.
But that wasn’t as big a deal as losing her in her present position without warning.
Are you prepared?
Imagine the scenario in your own company – one of your key employees decides to retire unexpectedly, or that rising star gets an offer they can’t refuse from a competitor.
Is your organization prepared to handle the shift without losing momentum?
Will the transition be smooth or will it feel like starting from scratch?
Effective succession planning isn’t something you do ad hoc.
It is a process designed to safeguard the future before it arrives.
It’s about nurturing your internal talent today so they’re ready to step up into vital roles tomorrow.
It means your people are willing to step up and fill the shoes of those who move on.
It is about creating a culture that supports courageous strategic followership.
By thinking about Succession Planning, any change in the organization won’t leave a gaping whole.
Instead, people are already engaged with the idea and are prepared to step up and step in.
Succession planning recognizes that you cannot anticipate change but you can be prepared for it to ensure stability in transition.
First Steps
One of the most important things you can do is determine the nature of each seat in the chart and know they followership function attached to that seat. What are the responsibilities? What are the accountabilities? What authority is needed? What knowledge and experience?
Now, which followers in your organization are potentially the right person for that seat and why?
Which ones need further growth and how are you providing them access to that growth?
Create a pipeline
Succession Planning is not just about filling slots as they become vacant.
It’s about creating a vibrant, robust pipeline of talent within your organization, ready and able to take on new roles as needed.
It’s about developing your people, not just for their current roles but also for future positions that they might assume.
This promotes an flexible organizational culture, empowering employees.
It is where employees grow with the company and are invested in its success.
So, what does your Succession Planning strategy look like?
Are you developing layers of leadership and followership within your company or will you be caught off guard when a key figure leaves?
Let’s dive deeper into how this strategy can future-proof your organization.
Remember, the future belongs to those who prepare for it today.
Wnat to learn more about how to engage the strategic process of succession planning to ensure you are making the future a place of opportunity rather than uncertainty.
Are you ready? Let’s talk.
