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What's good, Culture Change Leader! Welcome to The Mid-Level Up Newsletter! Each week I, Ray White, want to provide you with a lil' sumthin-sumthin to equip you for a belonging workplace culture! You will find notes of encouragement, perspective, and reflection that could assist you to take action in your leadership. Let me know what you like, how you plan on implementing the content, and share it to a friend. P.S. If this was forwarded to you, subscribe here! Subscribe Here!

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Quick Thoughts

• Check out The Mid-Level Leadership Club! You can listen to to the show on Apple Podcast or Spotify, and you can watch it on Youtube! (P.S. You can also be a guest on the show by filling out this form here)
• If you haven't seen them yet, check out the Past Newsletters​
• I recently finished Patrick Lencioni's latest book, The 6 Types of Working Genius, which I plan on giving a deeper review later! (Have you read it yet?!)
• Reply back to let me know what's impacting and influencing you in your ability to lead your team!

Alright, lets dive in to today's topic!

What is your succession plan?

Here is a reflective question for you to ponder on this week:

Back in 2013, I served as a volunteer leader for our local church college group. At that time, my mentor and college pastor instilled many principles that affect the way that I lead.

This key principle, Who will be replacing you?, is a sentiment that has stuck with me and is one I work to reflect on leading any initiative at work or in the community.

So much so, that I jokingly (with a hint of truth) tell new hires at work "you will be taking my job one day," as a reminder that we all need to be thinking about how we are developing one another for succession.

My mentor knew that the sign of a great leader is developing other leaders. In fact, he served in that ministry role for about 4 years and handed it off to another leader who was mentored under him. And she continued the ministry right where he left off.

Why do we need to fit this principle into our leadership?

Preparing leaders to take over

Unprepared leaders are a detriment to the workforce. There is research showing that we are in The Great Retirement, where the previous generation will be moving on from the workforce, executive position, and leadership roles leaving a vacancy for current generations to fill.

If we are not prepared for that transition, we could see a negative impact on workplace culture and organizational sustainability.

Increasing employee engagement

I know when I was "tapped" as a person of interests for leadership opportunities, my attention perked up! The intentional touch points walking along side executive leaders encouraged me to see the work in a new way, in their eyes.

I started to ask myself, "How would [that leader] handle this situation?" to mentally prepare and operate as if I am already there.

Your team can have that same level of engagement when you are intentionally developing them to take over one day.

Managing workload to build capacity

This is a benefit for YOU! How would it feel to have engaged, capable individuals who can think and operate at a level like you? Where you didn't worry if an initiative would not be accomplished or your phone is often buzzing because you have all the answers?

Succession planning shares the love and increases the mindset of everyone on the team. You are able to trust those around you to get initiatives done because they have been developed by you over time. And it gives you the capacity to trail blaze ahead to focus on additional initiatives.

The bold truth is this: Your succession plan should start your second week of being hired.

What I mean is, as you are learning and doing your job, you should be looking to develop others in the company to be ready to take your role one day.

We don't want to get to the end of our leadership, or see key leaders leave on our team, and not have thought through if someone is ready to replace that person.

Or worse, we haven't identified who is going to be their successor!

Here are some "low-hanging fruit" actions you can try:

• Identify Potential Successors: Seek individuals who show interest and desire in your work. Look for team members who are proactive, ask insightful questions, and show a willingness to take on new challenges. These are your potential future leaders.
• Invite Staff to Shadow You: Allow interested employees to round with you for the day. This gives them firsthand experience of what your role entails and helps them understand the skills and competencies required.
• Schedule Informal Meetings: Have coffee or lunch meetings to reflect and share ideas. Use these informal settings to discuss career aspirations, provide feedback, and offer guidance. These meetings can build trust and open lines of communication.
• Encourage Stretch Goals: Encourage staff to set stretch goals that push them beyond their current responsibilities. This exposure to cross-department collaboration can broaden their understanding of the company and develop critical leadership skills.
• Delegate Responsibilities: Gradually delegate some of your responsibilities to your potential successors. This not only lightens your workload but also provides them with valuable hands-on experience.
• Create Development Plans: Work with your potential successors to create personalized development plans. Identify areas for growth and provide them with resources, such as training courses or mentorship opportunities, to support their development.
• Provide Regular Feedback: Give constructive feedback regularly. Recognize achievements and provide guidance on areas needing improvement. This ongoing dialogue helps employees stay on track and feel valued.
• Promote a Learning Culture: Encourage a culture of continuous learning within your team. Share relevant articles, books, or courses and promote knowledge-sharing sessions.

Yes, building connections and relationships to find a successor is a bit of work. However, think of it as inviting someone into activities you are already doing.

By integrating these actions into your routine, you can seamlessly develop future leaders while performing your daily tasks.

Rooting for ya!

Ray

Question and Action

What tactics will you use to develop successors in the workplace?

Reply back to me with your success story of succession planning!

Follow me on social! ​​​​ Whenever you are ready, here are ways you can work with me: 🎤 Speaking As a Speaker and Facilitator, I will engage your team on how belonging and inclusivity can increase your team dynamics! ​Book Ray Now →​ 🤝 Coaching As a Coach, I will help you enhance the power of inclusivity and empathy to be an effective leader through an equity lens! ​Book a Call Now →​ 📘 Consulting As a Consultant, I will help strengthen your organizational culture to increase the employee experience and retention! ​Book a Consultation Now →​

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