This year, I’m in a unique position where I am coaching two individuals who will essentially be taking over my role when I leave our campus. I am owning my part in the succession planning. The guiding mantra I have used with them since the beginning of the year is, “what would you do if I wasn’t here?”
Succession Planning Approach
Essentially, even though I am still working with them on our campus, I want them to approach their jobs as if I weren’t there. This doesn’t mean they shouldn’t come to me for support or guidance, but that their first step should be establishing their own course of action before coming to me for feedback. When new to a role, it can be easy for an individual to rely on others with experience for direction. In preparation for a future without me to guide them, it’s important to provide them with as many opportunities as possible to do their work without a crutch.
Succession Planning Development Strategies
Here are some strategies that I have found to be especially helpful in developing these individuals throughout the year.
Role play
You never know how you’re going to react in a situation until you are facing it. The next best learning experience is by practicing through a role play. I have done this with them a few times before particular meetings or conversations to make sure they are as ready as possible.
Think-a-louds
Sometimes I wish I could just upload all my memories and lessons learned into their minds so they will be able to pick up where I left off. Unfortunately, that isn’t the case, but I can still provide them with a little insight into my thinking by saying what’s on my mind as I am working through a problem or scenario.
Elicit recommendations
I tell my Deans to come to me with recommendations, not questions. I want to hear the conclusion they came to and the process they used to get to that conclusion. Sometimes they tell me they just want to know what to do and it would be really easy for me to give them that direction, but it wouldn’t support their own development.
Ask questions
It’s important to prod and ask questions about why they took a certain action, what their thinking was behind a recommendation, or what might be the impact of their actions. They need to have a clear understanding of their own thinking and it’s up to their manager to ensure they thought everything through.
Provide feedback
The last thing you should do is provide them with feedback and your own input. It’s important to be explicit with any positive or constructive feedback so that they know what behaviors they should continue with and what behaviors they should stop.
Succession Planning: Provide a Safe Space to Fail
Although it might be uncomfortable, it’s much better to allow them to fall while you are still around as their safety net. This isn’t easy and doesn’t always feel like the most efficient process when you are trying to complete different tasks or projects. The benefits far outweigh the costs, however, as you are setting them up for long term success. Furthermore, the more deliberate you are with your approach, the more likely you will start seeing the gains sooner rather than later.
We are four months into the school year, and the impact of this approach is already apparent. Currently, I don’t need to provide them with as much direct support on projects that needed it at the beginning of the year. They are more frequently taking the lead on different initiatives and owning their roles in a more complete way than the beginning of the year. There is no doubt in my mind that our campus will be in better hands when I leave.
