
“Succession planning is to replace me.” When I hear this comment from top leaders or department heads, it always makes me feel uneasy. It appears that we treat Succession Planning (SP) as a musical chair game.
Do you share the same viewpoint, stating:
1. Why should I?
2. How will you do?
3. How long does it take?
4. Whom should I choose?
5. What happens if a new entrant does not work?
6. What is next for me?
Everyone strives for continuous growth. It has a place in the minds of everyone, not only in businesses. This entails joint and collaborative progress in terms of:
1. Creating new opportunities.
2. Adaptation to new technologies/methods
3. Desire for fresh learning.
What matters is how we investigate these three characteristics for ourselves as leaders.
1. Are we enjoying our comfort?
2. Is there any resistance?
3. Are we daring enough to take risks?
Figure out your answers. Consider succession planning as a learning and earning opportunity, similar to a relay race where the baton is passed.
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