Transitioning power is a book that has got to be written. Very few teams, and even fewer leaders understand how treacherous the transition. Most just assume that the next generation will “figure it out.” We look back on our own histories and make the mistake of thinking that we did, so why can’t they. Funny, huh.
Most next generation leaders, so young and filled with ambition, see the current leader as someone in need of replacing. They view him or her as an old battery that is just out of juice. They’ve been recharged and recycled one time too many. They can no longer hold a charge and simply have got to go.
The leader knows there is some truth to their loss of energy, but their identity tells them to avoid the mirror and demand more respect and just a little more time to figure out what’s next. So they wait and the next generation either channels their desires toward another endeavor or sits and gets all kinda pissy. Neither is the one you want.
Transitioning power is an art and the first brushstroke is always the hardest. If you are going to transition a team to another, the first step is in creating the next generation while you are early in your life as the leader. This is the 4…
The 4 Essentials of Leading Leaders.
The first essential here is hiring, retaining, and building the next generation while you are leading the charge. Build a bench of high performers and you will have a bunch of “mustangs” running just this side of wild. Make sense?
Every client that I’m involved with that has done the first essential with intention and well ahead of the transition, is golden. I’ve had ONE such client. Every other one is working to catch up.
Who are you pouring yourself into?
Who are you building that can carry the team further than you?
Who can’t you wait to unleash?
Why do most leaders transition by name, by number (selling), and by spending winters in FLA?
Tell me more, my friend.
Tell me more…
BUILT TO LEAD 