What's the exit strategy? Every member of your team, from the CEO down to the front desk manager needs to have a succession plan, and it can't begin once that individual puts in their notice. Becky Scheeler joins us again on the Unconventional Leadership Podcast to talk about how to prepare your line of succession within your business. Bottom line, it's never too early to begin the grooming process! Tune in to learn how and when to start replacing your most valuable assets as a company, your people.

Find Becky Scheeler online at: https://centennialinc.com/

Quotes from the Episode:

I think one of the most important things is that they fit in your organization, not only where you are today, but the right fit for the future.

Inventory your values. Ask other people in the organization that you know and respect. Ask your advisors.

It's really about succession planning.

I suggest three years out. You want to have a long-term vision of 5 to 10 years, but as far as talent goes, what are we going to need to get us through the next three years?

Have people do an inventory of their job description on a regular basis.

You always want to have a contingency plan.

We are seeing a trend, and they're usually larger, privately held companies, where they're asking: we really want our succession plan to be this person that you're bringing on now to probably stay for 15 or 20 years.

When we add someone to our team, if we help this person unlock their fullest potential and create a culture inside the organization that this person really integrates with well and brings a lot of additional value and experience to, what are the possibilities?

It takes intention to reach those possibilities.

We know that when a candidate walks in, they don't just interview with the hiring manager. They're looking at their whole experience.

Find, as a team, those key things that you're looking for.

Candidates want to know the big tough questions that we're working through as an organization. Why we are where we are, and what we're processing as a group.

Before we ever recruit, we have to make sure that we're all aligned to build that attraction for the candidate pool.

The best assessment is an assessment that's already been given to your leadership team. It's something that you've already validated within your organization.

Ask a question or leave a comment at: https://forms.clickup.com/2253800/f/24rz8-20340/XTWGWO599F6S42X0JU

Mike Sipple Jr. "People Fusion: Best Practices to Build and Retain a Strong Team" (with contributions from various other authors)

Mike Sipple Jr. | LinkedIn | Twitter

Becky Scheeler | LinkedIn | Twitter

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