All core values
Growth
Succession
Developing future owners of important responsibilities so leadership and expertise can transfer without unnecessary disruption.
Behaviors
- Gives emerging leaders real delegated responsibility
- Documents critical relationship and role context
- Plans transitions before departures become urgent
Anti-patterns
- Making oneself indispensable by withholding knowledge
- Naming a successor without developing them
- Treating transition planning as a threat
Reinforce it with
- Role coverage and development plans
- Shadowing with progressively greater responsibility
- Structured transition conversations
Succession makes growing the next leader part of leading today.