You’re clearly trying to find the best way to ensure that your team is prepared for whatever happens. In the process, you might be missing some opportunities to get everything you need out of your next leaders. Can you rely on your succession candidates to step up tomorrow, or do you think they need a few years? Do you have that kind of time?
What Our Research Says
Solutions 21 clients who score similarly to you also experience*:
- Stable financial performance
- Generally strong leadership
- Some innovative thinking
Before working with us, clients were experiencing:
- Challenges aligning efforts with the abundance of ideas
- Distant concerns about knowledge transfer
*If this hasn’t been your experience, perhaps your competitive nature may have gotten the best of you as you were answering the questions. You’re welcome to try again if so.
Your Best Next Steps
What’s at Risk
Primary risk: “The Big One”
You’re clearly making an effort to support your next leaders. Is it the right support? If not, what happens if that big one (or two or three) talent decides to leave your organization, potentially for a competitor? If there is a misalignment with goals and efforts, you could be scrambling to find a less-prepared colleague to take their place. We recommend auditing your current development priorities and determining if they’re still working for you.
Secondary risk: Stagnation
In our experience, If you’re counting on your existing leaders to drive your organization for the foreseeable future, you’re not alone. In fact, when we encounter this in organizations, we ask:
- What happens if you unexpectedly need to make a leadership change? Do you have well-prepared next leaders to take their place?
- What is happening in the market that you might be missing because of the lack of new blood?
- Are you at risk for unexpected competition with an upstart competitor?
Recommended Mindset: ‘Wary Optimism’
“An army of donkeys led by a lion will defeat an army of lions led by a donkey.”
~ Chinese Proverb