How to Pick A Successor

Business continuity is critical to the success of any organization. You know you won't be in your job forever and one doesn't have to be a CEO to plan for their succession. How do you make sure someone is ready to take your place? Here's how.

Difficulty: Moderately Challenging

Instructions

Know What Your Manager Wants

1. Set up a meeting with your manager.

2. Discuss how succession works within your organization. Your manager may want to review successors for the team on a quarterly or annual basis. This would allow you to be able to get the right people the right experience in preparation for promotions.

3. Review your career goals with your manager. Discuss who you think may be ready to take over your position when you get promoted.

4. Once you have approval to move forward, you're ready to develop a plan for the next "you."

Prepare The Right Successor

5. Review the performance and career plans of your team. Do any of them appear to be good candidates for your position some day? If yes, continue. If not, you may have to look outside your department or company.

6. Pick one or two people and start to give them development opportunities that will prepare them for your job.

7. Utilize the 70-20-10 model of development:
   
   70% = on-the-job experience. Leading projects, managing a small team.
   20% = relational. Mentoring, participating in trade groups.
   10% = formal training. University courses, seminars.

8. Watch the performance of the candidates as you work them through 70-20-10. You will know who has the maturity to be promoted.

Tips & Warnings

• You do not have to tell the candidates that they are possible successors.
• Be fair to your team. You may get some questions as to why a few are getting special assignments. Ensure they are excellent choices.

Resources

• Leadership Machine book on Amazon.com
• Leadership Machine book at Center for Creative Leadership