Creating a Succession-based Culture
In a recent Meta-cast Episode #59, Josh Anderson and I explored the notion of our responsibility as leaders to do succession planning.
Traditional succession planning focused on developing who will replace me. But in our episode, we explored how to create a succession-based culture—a culture that moves beyond the me and leans into what’s next for everyone.
With the culture focused toward—
Growing each other,
Developing each other,
Mentoring each other,
Growth in your recruiting efforts,
Everyone is thinking about what’s next for everyone.
A culture where plucking anyone out of the organization has no negative impact on the organization. It has a net-net positive impact by amplifying organizational resilience.
Letting Go of Being Indispensable
How do you measure your success in letting go?
When there’s little to no fear in moving folks around. Or of someone taking a sabbatical or an extended vacation. That is—nobody is indispensable.
Or measure when you are not doing a good job?
When you cannot promote, grow, or reassign folks because they are indispensable in their current role. Or when you are being held back by, well, yourself.
It’s that simple.
Now, how indispensable are you?
Stay agile, my friends,
Bob.
Additional reading – https://www.linkedin.com/pulse/succession-planning-sociocracy-developing-future-leaders-john-buck-djlac/
Whatever your role or experience, life in the agile space can be challenging today. Having someone to serve as your coach, as a sounding board, be a truthteller, and become a trusted partner on tap to leverage during those tricky bits can be helpful. That’s precisely where Agile Moose can help you.
We’re not just an Agile Coach, but a business domain expert, a personal advisor, an organizational design and development consultant, and a leadership coach and partner.
The moose brings over 35 years of technical and product leadership experience across a broad range of contexts. If you’re stuck and know it, reach out, as I can help.