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Charles Wright might have sung, “Express yourself,” but leaders would be better served by thinking, “Replace yourself.” While it might feel counterintuitive, training leaders who can do your work aids your group not only now, but also in the future, and that idea’s as true for a service-oriented group as it is a Fortune 500 company.
For an organization to continue a sustained work, it’s necessary for new leaders to step up as previous ones step back, but too often leaders wait too long to begin training their replacements. In The Top Ten Mistakes Leaders Make, Hans Finzel relates what his predecessor at WorldVenture, Warren Webster told him: “Success without a successor is failure.” Long-range vision necessitates long-range planning.
However, the benefits start immediately. People in your organization are likely already excited to tackle new responsibilities. Equipping them now with show them your support and encourage them in their work. As the next generation of leaders do more now, they participate more in the vision of the organization, not only embracing it but helping to shape it until the group shares its goals and desires.
Having a better trained staff will enable your organization to function more efficiently. Decisions won’t need to be funneled down a narrow corridor as people become more confident in the group. You also eliminate any single points of failure. An illness or time away won’t shut down any action in progress.
Finally, training your replacements shows your commitment to the work you’re doing. If you’re invested in the what goes on after your departure, your colleagues see that your work is more than just a job. Your concern isn’t in a paycheck or in short-term satisfaction, but in seeing that valuable work happens and continues. That attitude can be contagious, inspiring the people around you now.
For more information on training leaders, please contact us.
