Succession Coaching – Stepping Back Works, Too!
June 19, 2009
A coach client recently asked, “In coaching for succession, is there an option for stepping back rather than stepping out completely?” I was reminded immediately of the famous Iacocca quote, “Lead, follow, or get out of the way,” and knew from experience that the Iacocca approach is a hard swallow for most entrepreneurs. But as I pondered the possibilities, I could see where a “stepping back strategy” could work for some.
Here’s what I told my coach client and would work with a coaching client of my own to realize, as well:
- There is no one “right” way to initiate a succession plan/exit strategy. If you have a plan that works for you, use it;
- Your options include, but are not limited to, moving up (to an emeritus, or honorary,position, for example), moving aside (giving up all your accountabilities and assuming a consultative role), or, moving on/out (leaving);
- It may only be a subtle difference, but stepping back and assessing what you do well, then re-aligning the leadership team so you do only those things you do well, like to do, and can do in the time you want to devote, while someone else in leadership takes on your other duties, can also be an option;
- There is a reason why “success” is built into “succession.” It’s about everyone being a winner – you, the organization and other leaders in the organization (who may feel they’ve been waiting in the wings too long).
Maybe stepping back, as a strategy, is an option you should consider for yourself or your clients. What do you think?
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