#Successor June 27

Coach4aday blog posts are ideas that are shared to help people grow and learn.
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Each year the blog takes on a different focus. In 2019 the goal is for each post to bring you the reader a lesson, quote, message, or story that can help you grow.


I was blessed in my career when I left different positions to have fabulous SUCCESSORS replace me. The names might not mean much to you but John Haskins, Dick Christy, Gregg Marshall, and Mark Gogal all were SUCCESSORS to me.

Each of them possessed many more leadership/coaching abilities than me and each found innovative ways to elevate the teams they inherited and led them to greater successes.

In each of transitions I was involved with I was intentional in making sure certain things happened.

  1. Provide each SUCCESSOR with a debriefing if requested-be honest and go into detail
  2.  Encourage the team you are leaving behind to support your SUCCESSOR
  3.  Remind the team you are departing that your SUCCESSOR is going to implement change-change is needed to grow and improve-get them to embrace that change
  4.  Get out of the way

I will also say that most organizations I worked for spent far more jet fuel on entering strategies (hiring/onboarding) than exiting strategies. Having SUCCESSION plans is not something everyone does but they should. When you have great leaders leave without a SUCCESSION plan there is a steep price to pay in organizational health.

If your organization, non-profit, or team doesn’t have a formal SUCCESSION plan you can still have one.

  • Mentor
  • Cross-train others you supervise
  • Talk to people about milestones to advance their careers
  • Be an encourager to others about their career

Training the next set of leaders is an important responsibility.





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