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A leader's greatest dilemma

As leaders, we often find ourselves grappling with a fundamental question: what happens after us? It's a dilemma that accompanies success – the concern over who will carry the torch once we've moved on. Yet, the true hallmark of great leadership lies in the ability to raise other leaders, ensuring a legacy of succession that transcends our own tenure.


Successful leaders are inherently ambitious and hardworking, setting high standards that can sometimes make it challenging to identify suitable successors. But what many fail to recognise is that the impact of our leadership extends far beyond our individual achievements. Who succeeds us is just as crucial as what we accomplish during our time in leadership.


At the core of effective leadership is influence. Leadership isn't merely about getting things done; it's about inspiring and guiding others along the path. A leader's success is measured not only by personal accomplishments but also by their ability to empower and uplift those around them.


Yet, leaders often face a dilemma: do they focus solely on driving results themselves or invest in developing future leaders? The fear of uncertainty often clouds this decision-making process. What if those we invest in become too ambitious and depart prematurely, leaving a void in their wake?


However, I firmly believe that the greatest return a leader can achieve is witnessing the growth and success of others. Empowering individuals within our teams not only benefits them but also strengthens the organisation as a whole. So how can leaders overcome the apprehension surrounding succession planning?


* Mindset Shift: Viewing succession planning as an endgame rather than a threat is crucial. Recognise that investing in others is not about replacement but about ensuring continuity and growth for the organisation and society at large.

* Positive Attitude: Embrace the fact that not all individuals we mentor will emerge as suitable successors. Accepting setbacks as part of the journey and maintaining a positive outlook towards empowering others is essential.

* Identify and Empower: Actively seek out potential leaders within your team and initiate a process of coaching and mentoring. By nurturing their skills and capacities, you pave the way for their growth and the organisation's future stability.

* Stretch Yourself: Acknowledge that investing in succession requires additional effort and sacrifice. While it may entail short-term challenges, focus on the long-term benefits and the enduring legacy you're building.


Whether you're a business owner or an employee within an organisation, implementing a succession plan is crucial for career advancement and business expansion. Surround yourself with individuals who can not only fill your shoes but surpass your achievements. By doing so, you ensure that your impact transcends your time in leadership, leaving a lasting legacy of empowerment and growth.


Remember, we rise by lifting others. As leaders, let's commit to building a culture of empowerment and succession, ensuring that our influence continues to thrive long after we're gone.




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