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LEADERSHIP TRANSITION
PLANNING PREPARING FOR
CHANGE by Seth Kahan
A Leadership Transition occurs when key members of the senior management team change, resulting in turnover of the know-how and experience required to ensure continuity and strategic success of the organization.
Remembering Your Transition
To develop an effective plan it is helpful to begin by recalling your own experience.
ORIENTATION ·
Did you have ample
opportunity to meet with your predecessor? ·
Did you
participate in an orientation?
· Was there a process for your questions to be answered?
·
Were you given the
necessary contact information you needed to carry out your duties?
· Were you introduced to the stakeholders who would assist you with your success?
ROLES &
RESPONSIBILITIES ·
Were you
adequately informed of the chief duties of your position prior to
assuming it?
·
Did you have a
clear sense of the priorities of your role? · Were you made aware of the key documents required to carry out your duties?
These issues can be summarized by asking the question: Were you given the best possible preparation for entering your role on the leadership team? By examining these areas, you can – in collaboration with the rest of the leadership team – design an effective Leadership Transition Plan for the next generation. This will optimize your organization’s position for success.
Preparations for the
Future An effective transition is a powerful way to pass on your legacy as a leader. Done well this change in power is more than passing the torch, it is an opportunity for you to meet the new team face-to-face, look them in the eye and ensure that the vision of your organization’s future is carried forward.
No act of good will or sincere intention will replace preparation. By identifying the most critical components of your legacy and communicating them to the new team with passion and professionalism, you put them and the organization in the best possible position.
By giving forethought to the tools and knowledge required to make the transition effective, you will go along way toward ensuring success. Ideally this will take place with the entire leadership team present, so that important linkages and dependencies can be identified.
Here are some questions to
consider: ¥
What documents
have been critical to your success? ¥
How did you find
the experts you depend on? Is there a directory you can pass
on? ¥
What annual
activities are the most important to your organization’s
success? ¥
What have been
your toughest lessons? ¥
Can you identify
Best Practices for you personally? ¥
What worked well
for you as you learned the ropes? ¥
What would you do
differently to ensure the success of the next
team? ¥
What
documentation can you provide to optimize the next generation’s
success?
ASSESSMENT OF MY TRANSITION
EXPERIENCE ORIENTATION ·
I had ample
opportunity to meet with my predecessor. __________ Yes, I did. __________ NO, I did not. Thoughts for improvement:
·
I participated in
an orientation. __________ Yes, I did. __________ NO, I did not. Thoughts for improvement:
·
There was a
process for my questions to be answered? __________ Yes, there was. __________ NO, there was not. Thoughts for improvement:
·
I was given the
necessary contact information i needed to carry out my duties.
__________ Yes, I was. __________ NO, I was not. Thoughts for improvement:
·
I was introduced
to the stakeholders who would assist me with my success. .
__________ Yes, I was. __________ NO, I was not. Thoughts for improvement:
ROLES &
RESPONSIBILITIES ·
I was adequately
informed of the chief duties of my position prior to assuming it.
__________ Yes, I was. __________ NO, I was not. Thoughts for improvement:
·
I was given a
clear sense of the priorities of my role. . __________ Yes, I was. __________ NO, I was not. Thoughts for improvement:
·
I was made aware
of the key documents required to carry out my duties. .
__________ Yes, I was. __________ NO, I was not. Thoughts for improvement:
---------------------------- resources: Planning a Leadership Transition by Idealist on campus The Challenge of Leadership Transition by Frances Hesselbein Managing transitions by William Bridges
©2004 Seth Kahan. Reprint with attribution allowed. |
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