VR SAM Forums
Let Go and Let Others Take the Lead.
Last Post Aug 15, 2014 12:44 PM by Jeanne -The Quality Coach. 0 Replies.
AddThis - Bookmarking and Sharing Button Printer Friendly
  •  
  •  
  •  
  •  
  •  
Sort:
PrevPrev NextNext
You are not authorized to post a reply.
Author Messages
Jeanne -The Quality CoachUser is Offline Veteran Member Veteran Member Posts:71
--
Aug 15, 2014 12:44 PM

    It's About People

    A Weekly CoachingColumn from...
    Quality Coach Logo
    Welcome to our new subscribers! This week's coaching column contains 763 words and will take about 6 minutes to read. We hope you enjoy it and pass it along!
    Issue 25, 6-23-2014

    Archive button
    Let Go, and Let Others Take the Lead

    "Can you help me with succession planning?" is a question we are often asked by our Baby Boomer clients who own or manage businesses and organizations. This was the topic of a recent coaching session with a CEO. Over our ten year working relationship, we have taken this client through several visioning sessions for the organization, imagining optimum futuristic states and then putting together plans to realize those futures.

     

    Coach JeanneSo, in this session, I asked her to vision,or imagine, the organization without her.After many years of dedicated service, she was ready for this startling coaching question. In previous sessions, she had articulated a vision for her life after leaving this organization, a vision that really jazzed her, even though there were some unknowns that made her more than a little anxious.

     

    Before planning for your succession, it can be very helpful to develop a clear personal vision of where you want to go, or grow, next... a picture of what's in your future. The clearer the vision for what's next, the easier it is to let go of your current work life. Then, you can begin to imagine the organization, division, department, or volunteer project without you.

     

    We recommend that you identify tasks and responsibilities you have been holding on to for an assortment of reasons.

    • You like doing them
    • Everyone else hates doing them
    • Nobody does it better than you, or ever could for that matter
    • Everyone else is overloaded too

    Task by task, responsibility by responsibility, relentlessly ask yourself,"do I really need to be doing this?Who other than me could do this? Might this represent a professional development opportunity for some one else?"

     

     

     

     

    Identify the most likely candidate for each task, and prepare them to take over. Preparing others to take over tasks and responsibilities involves:

    • Helping them to understand how this task fits into the big picture and why it is important
    • Sharing why you chose them
    • Providing them with the tools, information and training to be successful
    • Letting them take the lead while monitoring and mentoring
    • Letting Go!

    Repeat until all tasks and responsibilities that could or should be handled by others are appropriately delegated. The better you become at teaching, mentoring, and coaching others, the more tasks and responsibilities you can delegate.

     

    After you have peeled away this collection of tasks and responsibilities that you have accumulated over a period of time, you should be down to theessentials ofyour true job,your most value added role. This is tricky, because jobs, like our pets,tend to take on the characteristics of their owners over time.

     

    After the peeling away process,you are ready to analyze your own job or role, and clearly define it. What are your key accountabilities?What does it take to be successful? What does the job need? What does the organization need to take it to the next level?

     

    When you have completed a proper analysis, you are ready to identify potential candidates, and begin an appropriate screening process.

     

    Preparing the way for your successor can be one of the most rewarding experiences of your career, or it can be one of the most traumatic. It definitely helps to put a plan in place well ahead of time. Along with that plan, it helps to view the transition as a step by step process.


    Occasionally, life steps in and provides us with a wake up call, a significant health issue for example. And we are instantly jolted into the reality that our organization will need to run without us sooner or later. For us Baby Boomers, it is time we play a proactive role in that. It's time to imagine the "Beyond the Boomer Workplace,"and create your personal vision for what's next for you!Your peace of mind will contribute greatly to Your Best Decade Yet!

     

     

    Your Coaching Challenge, Should You Choose to Accept It:

     

    Imagine what's next for you. Imagine your organization without you. Identify some obvious tasks or responsibilities that others could/should perform.Follow the process for effective delegation and let go!

     

     

    We'll see you on line next Monday. Cheers!Coach Jeanne

    We would love to hear your thoughts.To continue the conversation, simply follow this link toour Quality Coach Facebook page.Who knows what we can learn from one another!

     

    To learn more about The Quality Coach!
    ®services for truly tapping into the people power in your organization, visit us atwww.thequalitycoach.com.

     

     

     

     

    The Quality Coach!®, celebrating over 20 years of coaching great leaders, great teams and great organizations.

     

    Like us on Facebook

    The Quality Coach!®"because every business is a people business"

     

    P.O. Box 1009

    Washington, MO 63090-8009

    Phone: 636-239-0582

     

    http://www.thequalitycoach.com

     

    © Copyright 2014 The Quality Coach, LLC all rights reserved

    Jeanne Gladden-Epstein jeanne@thequalitycoach.com 636 239-0582
    You are not authorized to post a reply.