I work with many clients one-on-one over long periods of time and it’s inspiring to watch them work through difficult challenges and have those “AHA!” moments.
We work through organizational issues, financial difficulties, trauma, fear, and anxiety. The changes and processes that the individual leader adopts have monumental positive impacts on their organization as a whole. It also means that down the line, when it’s time, those clients can move on with the knowledge that their organization or business can continue to succeed beyond their tenure.
Leadership can be described as a continuous process of growth and reexamination. There’s a cultural shift for an organization when the leadership embraces that and adopts (and then practices) healthy, sustainable habits. This, in turn, can have an empowering effect on the team. It creates an environment where others can learn what it means to be a leader and how to do it effectively.
I want to take a minute to directly address all of the non-profit and business founders who read our blog. You’re all amazing pioneers. You’re committed to using your passion to change your community and our world. You’ve dedicated the time and the energy -- doing the work no one else wanted to do, standing up for the cause -- and you built the foundation of your organization. That’s quite the accomplishment.
So, what’s next for you? Now that you have your organization and team moving your mission forward and doing the hard work that needs to be done, where do you go from here? What project excites you?
Once you’ve reached this point and done the work (both for yourself and your organization), it’s time to grow again. But there’s one more thing left to do…
Let’s talk about letting go.
Succession planning must be a component of any personal or organizational leadership model. The long-term health of your mission and organization depends on it. You want to be able to check in on your organization ten years from now and see that they’re thriving, right?
The time to start planning what’s next is now. Don’t think of it as your exit strategy, but as a growth strategy for you and your organization.
Where do you want to be in the next few years? Now that you’ve done the hard work and have all of these amazing skills, what do you want to do with them? Get those ideas out of your head and onto paper (or on our giant whiteboard).
Not sure where to start? Contact us to set up a time to talk.