Succession Planning

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No entrepreneur wants to feel mortal. That's why so few businesses have a succession plan in place before the leader leaves. The effect is very costly though. According to the Small Business Administration (SBA), only 30% of family owned businesses succeed into the next generation. A good succession plan:

Serves as a blueprint for hiring or training successors.
Reassures the marketplace that the company will continue to function.
Defines the future of the company.
Can reduce real estate taxes when transferring a family business.
Provides a flow of well-trained managers armed with definable goals.

Evaluate your responsibilities

Create a job description by listing all your responsibilities. Experts advise that you make a list of requests that suppliers, clients and employees ask of you. Then break it down further by listing the skills, attitudes and knowledge that you use to meet these demands. This is your blueprint that you can use to evaluate staff members. Also, list the number of additional staff positions that would need to be filled in your absence.

Make the plan

The first step is facing the ego-busting reality that, one day, you'll be replaced. Be committed to creating a transition plan so that you can communicate your needs to others. Discuss these ideas with a mate and company management clearly and often.

Choose potential successors

Consider more than one successor, especially ones who can be easily promoted within six months time. And then spend time developing them: allotting more decision power and letting go of more control of the company. Fold these responsibilities into twice-yearly job reviews that include sharpening successor skills or transferring information.

Lay the financial and legal groundwork

Consider early on the terms and funding for a buyout.
transferring ownership.

Consider forging a succession plan as soon as you've moved beyond start-up stage.
Considering setting up an advisory board to help ensure a smooth transition from one leader to the next.
Create a simple transition plan that doesn't feel confusing to executives.
Use good advisors such as accountants and lawyers along the way.
Trim anything in your business that doesn't relate to your succession plan.
Think of succession planning as a seamless process, not a single event.

Tips & Advice for Succession Planning

The process for identifying a candidate for succession planning can be tougher than expected. When you are faced with the challenge of filling a position, you should act fast. Succession planning can encourage a seamless switch over; making sure the person taking over has a working knowledge of the position. This type of planning will also increase the availability of other capable employees to fill higher positions. As you move up the ranks, everything starts to fall into place.

The interchangeable term "replacement planning," is at the heart of this issue. The fundamental idea behind the concept is that the best talent in the corporation must be managed for the greater good of the company. Choose the next in line for a lucrative position and you will have achieved an effective succession decision. Managing the talent pool in your company isn't as easy as it sounds–there are many things to consider. Identify the best back-up candidates for all of the coveted senior management positions to insure a successful promotion chain.

Many business owners have taken on a "talent mindset" when it comes to the training and the leadership culture of their company. This makes the employees aware and open to the idea of what it takes to move up. Succession planning can fall short of their target if business owners and management aren't ahead of the game. Stay on target; speak with these resources to learn more.

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