Lastly he highlighted the necessity of leaving ample resources for the new leader to inherit ; ‘ don ’ t finish everything ; don ’ t bankrupt the organisation ’ s coffers ’.
Doctor Bishop Oginde , of CITAM , also spoke on how best to handle succession planning in his presentation ‘ Handling Transition ’. His presentation was timely as he was speaking from experience . At that time , he was preparing to hand over the baton as the presiding Bishop of CITAM . He said that he firmly believes that ‘ there is no success without a successor ’. In honesty , he warned though that transition is ‘ tough , messy and can be fatal , for organisations . He went on to give five points , or P ’ s , of managing successful change ; Perspective , Planning , Pronouncement , Politics , and Parting .
The first ‘ P ’ is Perspective . The leader ’ s views on leadership serve as guidance or lack thereof , for the process of their replacement . For a smooth transition a leader must have a personal clarity and a plan for their departure . He said ‘ a leader should view their role like that of Jesus ’. Jesus knew clearly that he was a man on a mission or assignment bestowed by God which he knew would eventually come to an end . He therefore planned and managed a smooth transition with his disciples . On the other hand a leader whose whole selfworth is vested in the position they hold will not look forward to handing over the baton .
The second ‘ P ’ is Planning . The responsibility to plan rests squarely on the current leader ’ s shoulders and should start from the day one assumes office . Planning calls for the leader to be clear about the organisations mission and vision , without which ‘ the baton will fall ’. He again alluded to the Bible by mentioning that Jesus chose a team of twelve disciples with a clear vision to work ‘ on the kingdom agenda ’.
Thirdly he spoke of ‘ Pronouncement ’. This is the need for the current leader to communicate about their departure . The timing and nature of the communique hinges on two factors ; the type of the leader as well as the size and complexity of the organisation . Timing , especially , is critical and ‘ one should start to talk about their departure early ’. Initially it should be informal and spaced out . But as the day draws near they should speak about it formally and more frequently . This ensures that the people are well prepared for the imminent transition .
Seasons of change can ‘ generate fear , anxiety , and mixed emotions especially when the current leader is very successful and popular . Therefore , preparation of the organisations staff is essential and communication a critical pillar to achieve this . According to the Bishop , well timed , carefully worded communication about the transition goes a long way in ensuring a smooth , minimally disruptive transition .
Politics was his fourth ‘ P ’. He accurately stated that transitions invoke political manoeuvres . It is inherently human for people in all organisations including the church to engage in office politics which heighten during the transition period . This revelation might come as a surprise to many of us who assume that religious organisations are saved from siasa . Notably , it is naive for any leader to assume there are no political intrigues and , they must learn how to handle these intrigues professionally more so during transitions .
Finally he spoke of the Parting . It is important that the leader leave the scene , disappear , and allow the succession room to operate . The last step , but important before exiting is for the leader to reassure the incoming leader . Though a simple
act , it comforts for the incoming leader and the organisation . Just as Jesus said to Peter , ‘ Peter , I am with you ’.
I believed what I had shared above was the end my article until Sunny Bindra gave me the proper , powerful parting shot . In his piece , ‘ Next-level leadership : Leaders Who Make Other Leaders ’ dated Sunday 21st March 2021 , he adds a noteworthy claim . He writes , ‘ you are not a great leader , no matter how epochal your personal tenure , until you make other great leaders ’. He quotes Simon Sinek , in his book ‘ The Infinite Game : “ Think of an Organization like a plant . No matter how strong it is , no matter how tall it grows , if it cannot make new seeds , if it is unable to produce new leaders , then its ability to thrive for generations beyond is nil . One of the primary jobs of any leader is to make new leaders .” Enough said .
Robert Wamai is a trainer and advertising consultant , a passionate consumer advocate and believer in the power of brands . You can engage him on this or related matters via email at : Wamai . Robert @ gmail . com .