153: Where to Start with Succession Planning, with Bill Bliss

Coaching for Leaders

Dave Stachowiak

Careers, Management, Business

4.8 • 1.6K Ratings

🗓️ 11 August 2014

⏱️ 38 minutes

🔗️ Recording | iTunes | RSS

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Summary

Bill Bliss: Success In the C-Suite

Bill last appeared on episode #118: What’s The Difference Between Management and Leadership

Myths and stopping points of succession planning

The organization is only mine (I own it)
The organization is too small
I don’t know how to create a plan
In reality, a lot of people just don’t want to make the hard decisions.

Succession planning strategies and principles:

1. Development of leaders requires an investment of time and money

Look at where the company needs to be five years from now – that’s where the discussion starts
Then determine the competencies that will need to be ready at that time
“The number one role of any leader is to identify and prepare their successor.” -Bill Bliss

2. Successful leadership development is a multi-faceted approach

Bill mentioned the Center for Creative Leadership as a resource
Mentorship is valuable for some organizations, as is experiential leadership
Coaching is also very valuable for individuals

3. Backup succession plans are a necessity, not a luxury

Don’t place all your eggs in one basket

4. Legacy leaders must learn to completely let go

Develop interests outside of the organization if you are leading and plan to leave

5. Leaders willingly subordinate their own pride and ego for the sake of the success of the organization

Step one: where is the organization going to be 3-5 years from now?
“Begin with the end in mind.” -Stephen Covey

Practical Action

What action are you taking on your 3-5 year action plan?

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Transcript

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0:00.0	A lot of leaders never take succession planning seriously because they feel like they either don't need it or don't know where to start.
0:08.0	Today, how to start with succession planning.
0:11.0	This is coaching for leaders episode 153.
0:14.8	Produced by Innovate Learning, Maximizing Human Potential.
0:19.8	Greetings to you from Orange County, California. This is coaching for leaders and I'm your host, Dave Stahovia.
0:31.0	This is a weekly coaching show to help us all be better leaders through
0:36.3	improved communication, human relations, and personal leadership. The tools that
0:42.2	you need in order to be effective in your leadership role.
0:46.3	I'm so glad you have joined us again for another episode of the show and I'm thrilled this week to welcome back a past guest from
0:55.6	coaching for leaders he first appeared on episode 118 when we had a conversation
1:02.2	about the difference between management and leadership and
1:06.6	Bill Bliss was so kind to join us for that conversation and a number of people had commented on the value of that conversation and if that's something you've ever wondered about the difference between management and leadership I'd certainly encourage you to go back and check out that dialogue that we had. And Bill and I have continued our dialogue since that episode aired last year and Bill has is just launching a new book that I knew would be a value to the coaching for leaders
1:36.4	community and I've asked him to come back and to speak about a topic that is of so much importance to all of us as leaders but frankly
1:48.1	is one that a lot of us don't really think about very much which is identifying and developing our
1:55.3	successors and so I'm glad to have Bill back with us. Bill is a advisor with over
2:01.4	25 years of experience coaching and developing business owners,
2:06.0	CEOs, presidents, family business owners, and leaders in other senior positions. and he's provided practical and cost effective
2:15.7	leadership development solutions that increases alignment and
2:19.0	engagement at the leadership level and he's someone that is really just a ton of practical wisdom on
2:25.3	helping leaders to be successful. Bill I'm so glad to have you back on the show
2:29.6	welcome again to coaching for leaders. Well thanks Dave it's it's really great to be back and
2:34.4	I appreciate you asking. Well I'm really excited about your new book and I was
	...

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