12Jun

You’ve
created a succession plan. You’ve recognized your key
personnel.
Now you’re waiting for your personal retirement or a promotion. Have you learnt how
to coach your successor?

What do they should know? How lengthy will it take to
get them prepared? And how will you set them up for fulfillment after you’ve moved on?

When do you have to identify your successor?

The precise timing is determined by how a lot time there
is earlier than the transition. In an ideal world, you’d have six months to a
12 months to coach your next-in-line earlier than you progress on to a brand new function or retire. The
actuality, although, is that you could have just some weeks earlier than you begin your
new job.

Everytime you identify your successor, it’s time to
put a coaching plan into follow.

Create a succession coaching plan

When working with
your successor to arrange a coaching plan, you must embrace:

1. Targets for coaching

The precise objectives will range by how a lot time you might have and what your successor must be taught.

For instance, you and your successor may purpose for them attending three management conferences with you within the subsequent month. Otherwise you may set a objective to show them how one can use an software they’ll have to handle the group throughout the subsequent two weeks.

2. Common one-on-one conferences

Time for teaching and dialogue is a vital step in how one can prepare your successor. Arrange a 60- to 90-minute one-on-one assembly every month, or every week in case you’re transitioning quickly.

Use
that point to go over customary working procedures, greatest practices, your
institutional data and expertise reinforcement.

3. Attendance in mission conferences and calls

Begin
integrating your successor into your ongoing initiatives and assembly routines now.
They’ll observe at first, get to know the folks concerned and be taught
any new phrases they’ll want.

4. Full-time coaching and shadowing time

As your coaching progresses, plan to slowly
transition your successor out of their present place. Understand that as
they tackle extra of your present obligations beneath your steering, you’ll
have to additionally transition their workload to different folks on the group.

Polish your successor’s expertise

Ideally, you’ve
already been serving to your successor and their teammates develop stronger
expertise. Now’s the time to find out which of your successor’s expertise are prepared
for his or her new function and which want strengthening.

1. Relationship expertise

Communication and emotional intelligence expertise take prime precedence as a result of referring to folks and speaking clearly are the keys to management, mission administration and ongoing success.

When your next-in-line can relate to individual and talk with them appropriately, different obligations fall into place extra simply.

2. Challenge administration expertise

Realizing how one can provoke, plan, execute, monitor and shut out initiatives is a vital ability set for anybody entering into a brand new job with extra obligations, even when it’s not a mission supervisor function.

3. Time administration expertise

Your
successor can have lots to do as they transition into their new function. Good
time-management expertise will assist them deal with their core obligations
with out feeling overwhelmed. Encourage your substitute to undertake time administration greatest practices for leaders.

4. Management expertise

Take a look at your successor’s ability and expertise with negotiation, battle decision, group constructing and training. Provide them suggestions and assets they will use to construct up areas the place they should enhance or don’t really feel assured.

Share the data your successor must know

When you’re strengthening your successor’s expertise, you’ll additionally have to move alongside data important for fulfillment of their new job.

1. Insurance policies and procedures

The one who’ll be taking the wheel from you must know the foundations of the street. Go over any insurance policies and procedures which can be particular to the job they’ll be taking up.

For instance, in the event that they’ll be managing union workers, make certain they’ve a replica of the collective bargaining settlement that applies to these staff.

This
can be an excellent time for a refresher in your group’s basic insurance policies and
procedures.

2. Greatest practices

Talk about the presently accepted greatest practices for dealing with duties the brand new function requires.

It’s additionally a good suggestion to let your successor know the place to maintain up with the newest pondering on the work they’ll be doing. That could be an organization group chat, an trade weblog or a commerce publication, or attending related conferences and assembly with native organizations.

3. Potential challenges

Overcoming adversity is a part of success, and it’s simpler if you’re ready. Be clear together with your successor concerning the upsides and the potential challenges of their new function.

Discuss by way of a number of eventualities to get them pondering
about how they may deal with it if one thing sudden occurs throughout a
mission. What alternate approaches may work? Who can they search out for
recommendation?

4. A contact listing

Give your next-in-line an inventory of individuals they will attain out to in the event that they want steering.

For instance, allow them to know who to contact if they’ve bother with a mission and who they will name if there are points with new hires beneath their supervision.

Make
positive the folks in your listing know you’re sharing their names together with your
successor. That means they’ll be ready when the decision or e-mail comes.

5. A useful resource information

As you prepare your successor, it’s a good suggestion to construct a useful resource information. This could embrace:

  • Insurance policies
  • Greatest practices
  • Contacts
  • Contingency plans
  • Talent-building data that they will refer
    to once they want a refresher

Be descriptive, not prescriptive

Until there are procedures that have to be strictly adopted, don’t insist that your successor do each activity or deal with each state of affairs precisely the best way you’ve executed it.

Usually, when folks have held a place for some time, they develop habits that work for them however will not be the perfect (or solely) solution to get issues executed.

Presenting your method as the one viable method
can stop your successor from discovering their very own methods to perform duties. It
may undermine their confidence in their very own vital pondering and
problem-solving expertise.

As an alternative, describe what must be executed and
assessment the accepted greatest practices in your function. That lets them method their
new obligations in the best way that feels most snug to them. Their
contemporary perspective might assist them discover methods to do the work extra effectively.

For instance, a supervisor who’s been main weekly progress cellphone conferences with distant group members could also be most snug with that technique. However the successor might desire videoconferences as a result of they’re more practical for sharing visible knowledge.

It’s essential to let the successor know that weekly conferences are essential. How they prepare these conferences will be as much as them.

Preserve the strains of communication open

Your successor will
really feel extra assured figuring out that you simply’re obtainable to reply questions for a
time after they step into their new function.

If attainable, let
your successor know that you simply’re obtainable in the event that they want further steering for a
month to 90 days after the transition. That further availability might help them
navigate any unexpected conditions and set them up for a profitable succession.

Need extra tips about
succession administration – from constructing your succession plan to how one can prepare your
successor? Obtain our free journal: The Insperity information to succession planning.