Executive Coaching for Succession
Succession has the best results when executive coaching is provided to both: the executive planning to leave (for promotion to another role or for retirement) and the executive in line for succession. They often have common goals and individual goals.
These coaching engagements include the following:
- Identify goals, values, motivation, priorities, and concerns for the executive transitioning
- Identify goals, values, motivation, priorities and concerns for the executive in line for succession
Executive coaching for succession begins with both executives, identifying desired outcomes and an estimated time line. Leadership coaching goals are identified and agreed upon with the succession candidate. Following establishment of those coaching goals, we progress to individual sessions, providing an opportunity for each leader to connect with issues that matter most. These may include leaving a leadership legacy, leaving an organization in good hands, and being transparent about the time line. We reconvene with both executives as appropriate to meet their leadership coaching needs.
As with other executive coaching engagements, executive coaching for succession is designed to build on strengths. Often skilled, experienced leaders are not aware of the strengths they bring, as they may have had them so long they are automatic. Coaching brings those skills into awareness, and then enables clients to build on top of those strengths. Many times we have artificially limited options out of habit. Coaching offers clients an opportunity to revisit those patterns for more powerful leadership abilities.
Coaching for succession planning uses current business challenges as the material to develop new leadership skills. Effective team leadership in today’s dynamic business environment requires resilience for dealing with the unexpected. This resilience comes from being clearly aligned with values, deep leadership skills, and an expectation for dealing with leadership surprises.
