WHY SUCCESSION PLANNING IS CRITICAL FOR LONG-TERM ORGANIZATIONAL SUCCESS
One of the biggest mistakes a leader can make is not planning for what happens after they are no longer at the helm. When someone builds something substantial and successful, there can be a tendency to hold on to the reins far too long without putting systems and people in place to ensure the endeavor continues for future longevity. This dynamic is common in large organizations or ministries centered around a charismatic leader.
It’s understandable. Most leaders in this situation know that people are strong-willed and like what they like — often intolerant of change and wanting things to remain the same. But can you imagine if Apple hadn’t had a plan beyond the life of its legendary leader Steve Jobs? Instead of continuing to be a successful company, it could have faded into obscurity and turned into a “remember them?”
The truth is: No matter what a leader birthed, how hard they worked, and how much their input is responsible for current success, nothing lasts forever. ILS wants to help leaders dissect these kinds of critical, and many times uncomfortable, topics to help produce sustainable, long-term results that can be passed from one generation to the next.
EVERY LEADER MUST ASK THIS QUESTION
“How will my organization thrive beyond me?” It’s a question every leader needs to ask themselves. For some, this question only comes to mind when Father Time comes knocking, reminding them of life’s impermanence, or unexpected circumstances make succession planning a necessity.
ILS founder T.D. Jakes says, “If you have achieved any level of success, then pour it into someone else. Success is not success without a successor.”
Effective leadership is not worshipping our own gifts, clinging to our domain, and refusing to see beyond ourselves. True leadership is all about multiplying our gifts and talents through others and producing an amplified impact that secures long-term organizational success, continuity, and stability.
THE VISION > THE VISIONARY
As important as the visionary is to any organization’s success, the overarching vision is arguably more important. While the visionary’s role is to be the creator and communicator of the vision, the vision itself is what lights the path for the organization — whether the visionary is still in place or not. Though it’s important for us as leaders to be able to articulate vision, we must always do so knowing the vision itself is meant to live beyond us.
THREE REASONS VISION IS IMPORTANT IN SUCCESSION PLANNING
Direction and Purpose: A vision clarifies where an organization wants to go, giving the organization’s team a sense of direction and purpose while preventing aimless activity.
Inspiration and Motivation: A succession plan embraces the vision of the organization and inspires employees and stakeholders to work toward a common goal.
Strategic Planning: Without a plan for passing down the vision, an organization will not have the fundamental foundation necessary for strategic planning to guide the company’s decisions.
As you continue to walk the path of leadership development, make sure to always uphold the vision that fueled your heart’s passion as the paramount priority in your succession planning.