Taking Succession Planning to New Heights

What if the best succession planning lessons come from parenting? I mean, in both cases we are effectively working ourselves out of a job, so there must be similarities, right? 

Both succession planning and parenting aim to: 

•  build capability 

• transfer knowledge 

• encourage growth 

• provide tools 

• allow you to let go  

In succession planning, we generally follow a framework, write a plan and begin to execute it. At a minimum, we are looking for business continuity and to minimise disruption when vacancies occur. 

In parenting, there is no plan, far too many guidebooks, it’s messy and it takes whole lot longer! We aim to raise secure, self-sufficient and emotionally mature adults who can form healthy relationships, navigate life's challenges and contribute positively to society. No pressure! We are slightly more emotionally invested in this too. As a proud parent to two adult sons, I have found the act of letting go to be the greatest paradox in my life so far. 

I’m not going to pretend I could write the book on parenting. I am going to assume though, that for most parents we are not trying to replace ourselves or create a ‘mini me.’ We don't just want someone who can do what we do. We want them to take the reins and do it their way.  

Take our son, James, for example. James is a rock climber and adventure guide. He takes groups canyoning, he climbs trad and lead (props if you know the lingo). Last year he was heli-dropped into a remote mountain range in Canada to set up camp for 10 days and complete a first ascent. He succeeded, got to name a mountain, and had his article published in Vertical Life magazine (issue 53 if you’re interested).  

While we may have supported him learning to crawl, walk and ride a bike, and bought a few harnesses and ropes along the way, we never took him canyoning. While we took James and his brother camping, we certainly didn’t get heli-dropped into the wilderness! We gave him the tools, some opportunities to develop, encouragement and support. He took that and ran with it. He quite literally climbed into uncharted territory.  

He also stretched me beyond what I thought I was capable of. I have had to trust him with my life as he took me and his dad on a 120m multi-pitch trad climb at Tiptoe Ridge in the Arapiles Range in Victoria. The things we do for our kids!! Honestly it was exhilarating and the most scared I’ve ever been – another paradox. 

Watching James find his own path taught me something powerful. Growth, whether in organisations or families, comes from guidance, confidence and letting go. 

Here's how we can elevate a succession plan from a reactive, operational response to something strategic, developmental, and genuinely competitive. 

1. Letting Go  

Let go earlier than feels comfortable 

Just like parenting, letting go can be difficult, especially in the for-purpose sector where there is so much heart. But letting go empowers others to do it differently and potentially better. 

2. Tools and Opportunities  

Equip, then stretch 

Kids learn to walk and ride a bike, and so often they fall, but they get back up and try again. Future leaders need the opportunity to stretch themselves and gain exposure.  

Climbers have a rope and harness but in lead climbing the drop is still heart-in-mouth scary. Tools provide the basics and the safety net; opportunities and stretch enable growth. 

3. No Mini-Me's  

Develop leaders, not replacements 

Embrace diversity of leadership styles, generational differences, and new thinking. We are stewards of the mission and succession is about the future, not how it’s been done in the past. 

4. It Takes a Village  

Make succession a collective responsibility 

Raising a child takes a village and succession planning works best when it involves multiple stakeholders. Consider collaborating with your boards, executive teams, HR, peers to elevate your succession plan. 

5. It’s All Messy  

️Don’t aim for or expect perfection 

Best-laid plans! Parenting, succession planning, growth; none of it is linear and we’re never fully ready. What matters is starting and adjusting as needed. 

6. Legacy  

It takes a mindset shift 

We want our children, and the mission, to survive us and to thrive. They have the best chance if we create the space for growth.  

Succession planning is an act of stewardship, courage, and trust. When we give people tools, opportunities, encouragement and room to grow we create future leaders who will take the mission further.  

That’s the true legacy of leadership.