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Thoughts and Tips on The Road to Improving Effectiveness by Overcoming Overload |
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Succession Planning, It Is Good For YouDoes your growth and career depend on your succession planning efforts? |
Foot Notes: [i] Jim Collins, How the Mighty Fall and Why Some Companies Never Give In (New York: HarperCollins, 2009), 60. [ii] Ibid., 55.
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Thoughts |
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Jim Collins in his recent book, How the Mighty Fall ..., highlights the importance of succession planning saying, "Leaders who fail the process of succession set their enterprise on the path to decline. ...."[i] Collins also refers to the insight of David Packard, the cofounder of HP, that "a great company is more likely to die of indigestion from too much opportunity than of starvation from too little." [ii] Today, most good organizations are not short of good business opportunities; they are short of good talent and people to assimilate and sustain good growth. Good staff will grow when they have growing leaders. Good leaders cannot grow unless they have groomed others to whom they can delegate and are ready to take their place. This is the reason why succession planning is good for you.
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Tips |
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he following tips assume that: A. You are part of a good organization that values good people and encourages their growth. If not look for another job. B. You agree that: · Your growth potential is related to the impact you have on others with whom you interact. · Your ability to coach others will greatly impact your ability to delegate some of your roles and responsibilities so you can grow into other roles. This is succession planning. It is for your own good. · The primary objective of effective delegation is not getting rid of work or responsibility; it is your progress and the growth of your protégé. So what can you do? 1. Focus on teachable people who appreciate you and are challenged by the opportunity to grow by your delegation. 2. Delegate roles not tasks, focusing on BE not DO. You should ask, "How would you like to be...?" rather than "Can you help me do...?" 3. Don't set your protégé up for failure. Make sure your protégé has the needed mix of character, skills, competencies, and can find the time for the new role. 4. Provide empowerment, authority, and accountability. This is the three-legged stool of effective delegation. There is no delegation without empowerment. There is no empowerment without authority. There should never be authority without accountability. 5. Protect the priority of communication. Communication is the fuel that keeps effective delegation going. As you monitor progress you provide feedback, support, encouragement, and corrective input. This is requires a disciplined commitment and agreed upon format and process. 6. Keep track and focus on progress. We value what we measure so keep track and measure what you value. Find quantitative and qualitative ways to measure the progress of your protégé. 7. Allow for contingency. The best of plans may fail so allow for contingency and possible corrective actions if your protégé fails. 8. Celebrate growth. This is the hallmark of good coaches. Sincere compliments and proper public acknowledgement are the greatest motivators so be very generous with them. 9. Be a model. As you delegate, take on new challenges. Find yourself a good coach. Keep growing. It's good for you
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