Transitioning well is a difficult task for any organization, team, or leader. While it is critically important for the health and longevity of the organization, taking the steps to do it well are not always obvious or done with intention. If you desire to pass the baton well to the next leader so you can ensure a positive future for your team or organization, follow these 7 steps:
Step #1 — Define The Role
This first step may seem obvious, but it isn’t always done well. One reason that this is overlooked is that there is an assumption that the future role needs to be exactly the same as the current role. While the title and position may stay the same, the needs of the organization may be different today than when the current leader took the reigns.
To define the role well, craft an updated clear job description. Comb through the details of the current description and adjust as needed based on your future goals, needs, and desires, not just your current reality.
Step #2 — Define The Key Tasks
After you have described the role clearly, make a checklist of key tasks that this new leader should prioritize. Nothing is more frustrating than beginning a new role without understanding the key tasks and expectations. While the checklist may be a living document that changes over time, it will help the new leader begin well.
Leadership expert John C. Maxwell states “All is well that begins well.” When a new president is elected into office, there is much emphasis placed on the first 100 days of his or her administration. The early days for a leader set the tone for the long-term outlook of the organization. By defining the key tasks on the front end, there is a greater probability of success on the back end.
Step #3 — Identify Desired Leadership Qualities
Now that you have clearly written down the role and tasks, identify the temperament and skills desired and required of the next leader. Leadership is not simply about getting things done. It is also about HOW and WHEN things get done. The temperament of a leader will greatly impact the health and culture of the organization. Answer the following questions:
What do you want your organizational culture to be like?
What style of leadership do your team members need and want?
What strengths of the outgoing leader do you want to carry over?
What weaknesses of the outgoing leader do you need to correct?
Once you have answered questions like these, write a detailed description of the leader you desire. Success mentor Darren Hardy tells the story of writing a 40-page detailed description of the woman he wanted to marry, even down to the texture of her hair. By having such a clear vision of his future wife, it was easy to see her when she came along. The same is true as you search for your next leader. The clearer you are upfront, the easier it will be to spot during the search and interview process.
Step #4 — Develop Your Timeline
You are now clear on the role, the key tasks, and the desired qualities of your next leader. Now it is time to develop a transition timeline. This is when you should determine whether or not there will be an overlap with the outgoing leader.
If there will be an overlap, how long will it last?
If not, how will you transition the new leader in for a successful start and tenure?
Similar to the first 100 days of a presidency mentioned above, define target goals to meet in the first 90-120 days for this new leader. What do you want to see accomplished by the end of year one? Mapping out a timeline will help with goal setting, prioritization, and managing expectations.
Step #5 — Communicate Your Plan
You’ve been doing intentional up-front work to prepare for a great transition. After you have clarity on steps 1-4, develop a solid communication plan for your team and/or overall organization. Share with them the work that you’ve done in preparation for this moment. Answer questions they may have. Ask for feedback to see if you’ve missed anything. Inclusion in the process generates buy-in.
Since communication is often the greatest struggle of any organization, make sure you over-communicate through various mediums. Write it, speak it, create videos, etc. A good rule of thumb in communication is that if you’re not tired of saying it, it may not have been heard yet. Use social media or internal communication channels to reach your people. Do whatever works best for your people. Communicate, communicate, communicate and then do it some more!
Step #6 — Invest In Your Current Team Members
This step may at first sound a bit misplaced in this process. However, if you want your next leader to be successful, investing in your current team members to carry the vision, mission, goals, and values forward is imperative. Training them to be the best they can be will set the incoming leader up for greater impact. Imagine inheriting a team that is well-trained and passionate about the future of the organization. Now, imagine inheriting an apathetic team that doesn’t care. Which would you prefer?
As you are working through this process, simultaneously evaluate the strengths and weaknesses of your team. Answer questions such as these:
What gaps do you need to address?
What strengths do you need to build on?
Who are key leaders that you need more buy-in from?
Who will be integral “inner circle” leaders that the incoming leader can depend on?
The more you invest in the training and relationships of your key team members as you prepare for the transition, the better off your new leader and the organization will be.
Step #7 — Set A Hard Date To Step Away
Some leaders will be moving on to new opportunities while others may be retiring and have no urgency. In either case, make sure that there is a hard date established when the current leader will step away and hand the keys over to the incoming leader and move on.
In cases where the current leader is the founder, this step may be very difficult. Each situation will vary. However, the importance of a clear transition date is critical. No incoming leader wants to live in a world of uncertainty. He or she may appreciate an overlap to be caught up to speed, but at some point, they need to be able to take over the reins of leadership. Determine this date based on the needs of your organization, but make it clear and stick to it. Get up-front agreement from the current and incoming leaders so they can work well together for the sake of the organization.
Conclusion
Leadership transitions happen regularly, but how they happen varies. Some are done very well while others are done very poorly. For the sake of your team and organization, follow these 7 steps to prepare well for your next transition. This is an extremely valuable process whether it is for the top leadership of an organization or a team lead change. The timeline will vary based on the level of the role, but the steps will prove to be valuable in any situation.
To receive a printable PDF of the 7 steps, click HERE to join our email list!
Chris McClure is an author, coach, and speaker in the areas of personal growth and leadership development. He helps leaders become GREAT and raise up next generation leaders in their organizations through faith- and values-based coaching and training. You can learn more about Chris and his services at LeadLifeBIG.com.
