Will what got us here, get us there?

This was the core question I posed during my talk on succession for the Managing Partners Forum. I was asked to provide some strategic tips and prompts for those thinking about succession drawn from my experience of working with organisations going through that change process.

I talked about three challenges and referred to the stories of clients, ING Media and Studio Egret West (NB chosen as both have shared their stories publicly in podcasts):

Aligning succession plans with changing strategy and markets

New leaders and leadership teams will be running the company in a future market not the past. Consideration of the energy, skills and networks required for that future is crucial. This is illustrated by Leanne Tritton in an episode of Coaches On The Couch recorded by Louise Rodgers and me a year into Damian Wild’s appointment as Leanne’s successor at ING Media (link below).

The challenge of time

Successors are often identified a long time in advance of exiting leaders. Linked to the previous point, they need to be selected for skills appropriate to an unknown future. My recent research into shifting attitudes to work and meaning for leaders identified skills such as adaptability, understanding of neurodiversity, motivation and human behaviour and comfort with uncertainty as essential in future leaders. They will also need to be able see and embrace a changing world. Selecting on this basis rather than defaulting to ‘mini-me’ appointments or merely next in line is important. Also highlighted by Leanne’s story is not being afraid to make an external appointment.

 Role of founders or existing principals as new leaders step up.

The focus during succession is generally on those stepping up into new roles. However, making sure that existing and exiting founder roles and steps are supported is also essential otherwise those individuals can hinder the process.

In another episode of Coaches On The Couch Louise Rodgers and I spoke with Christophe Egret shortly after he stepped away from his director role at Studio Egret West, the practice he co-founded with David West.

Coaches On The Couch with Damian Wild and Leanne Tritton 

Coaches On The Couch with Christophe Egret

The value of coaching is at its peak during times of growth and change such as succession planning. Whether it’s a leadership development programme to support the group stepping up or for the newly expanded leadership team to help them work together effectively, or 1:1 programmes to help new leaders develop their style, skills and confidence, or maybe for founders and existing leaders considering their shifting role or next steps.

If you’re thinking about succession within your organisation and want to know how I might be able to help, please get in touch.

Thank you to Nicholas Barrows at Managing Partners Forum for the invitation to speak and to fellow coach Wendy Walton who co-presented.