The opinions of the entrepreneur are expressed.
If you have built a job from the ground, it can be hard to imagine a day by doing it. But sooner or later, every builder must face a modest truth: time will be taken aside and turn them all into another. The process of family, a reliable execution or new owner, sequence planning process is not only important, is important for your legacy.
I suggested one of my priorities in the last 30 years. I learned that if there are people who have a good transfer, and people are trained in a strong plan. It is not a driver, because for many years there are three sons and three siblings working in our company. All the way in the unit franchise group. When I leave, I expect to transfer a peace-loving force.
Here’s what you can manage when the consistency process and time.
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Start the right mindset
The first and perhaps the most difficult step, you accept your own ideas will bring their views to the table. It’s a good thing.
Yes, your thoughts have set up a business. Your strategies and values put the foundation. But the next leader will be inevitably everything else and they should be. Building, not to change your vision. You must be good with the “new leader, new vision” mantra. It does not mean that everything changes in one night; It means you can’t control your company from the grave. Need to leave it at once.
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Identify your version early
The better if you can recognize the holder or the team, the better. If you have the choice of your choice, they should now know that you are preparing to pass through the Baton if it’s part of a great execution group.
In larger organizations, an individual, the whole leadership load cannot be enough to shoulder. In this case, share the best role as a president and a CEO. Distribution of sections can create a more manageable transition and allow the players to play their strengths.
First of all, look for someone to listen more than what they are talking about. A great leader is interested in, and asks the answers to the answers. They must understand and respect the company’s history, as well as to hold the team around a new, compelling vision.
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Train them – and the team – right
The actual work begins after determining your success: training. Start early. Do not wait until the last year or starting to start a quarter of your career. Ideally, you will take more than a year to bring them together for more than a year, but more time is always better.
The training does not stop with the new CEO. You must invest in others with your chief executive team and decision-making. The goal is to protect the company as favorable, but not to ensure the understanding of how and why the new leadership works. This knowledge gives them a strong starting point to innovate them.
Show them people who manage systems, values and work. Give them context for your decisions and invite you to challenge your assumptions. Think of this as you prepare your company to improve this without you. And remember: Be patient. If you need more time for a smooth transition, take it. A stunning transfer of responsibilities can reduce friction and adjust the team time.
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Prepare for unpredictable
Even the best-built sequence plans can hit unexpected bumps. You can leave the company due to health issue you choose, a change in personal situations or simply to do something different. The main team members can continue. Market conditions may change.
Therefore elasticity should be included in your consistent plan. It should be a live document, not a tough instruction. Revise regularly. Make a conscience with yourself and whatever is working with your leadership group. Emergency planning is important for long-term success.
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Writing your next chapter
After the business has passed to the new management, there is a last transition: Your, retire. As your work will continue without you, you will continue without your business.
This time in your life should watch stereotype and not filled with golf. There are many things awarding your next chapter: to check the items on the travel, bucket list, volunteer or favorite charity. Being a mentor for young managers can also confuse you to your favorite industry and let you give you something.
I have not yet retired, but I know I have left my company to the skilled hands and I can’t wait for where new leaders took.
The ball will join the level conference to unlock strategies to expand your work, founders and operators, founders and operators, expanding your work, increase income and sustainable success.
If you have built a job from the ground, it can be hard to imagine a day by doing it. But sooner or later, every builder must face a modest truth: time will be taken aside and turn them all into another. The process of family, a reliable execution or new owner, sequence planning process is not only important, is important for your legacy.
I suggested one of my priorities in the last 30 years. I learned that if there are people who have a good transfer, and people are trained in a strong plan. It is not a driver, because for many years there are three sons and three siblings working in our company. All the way in the unit franchise group. When I leave, I expect to transfer a peace-loving force.
Here’s what you can manage when the consistency process and time.
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