To achieve your vision and top priorities identify and then develop critical talent. Own your succession plan. Aplayer leadership drives business growth.

John Longhill, the Neuro Change Solutions coach I work with recently shared with me, “There is no laziness, only a lack of clarity.”

It’s had a profound impact on me. Recently I have been considering retiring. I didn’t feel it was the right thing to do. I was feeling lazy, and unprepared to get up many days and get going like I’m used to. John’s statement hit me like a bolt of lightning. I wasn’t lazy, I suffered from a lack of clarity.

That in essence is what this blog is about on succession planning and delegation. What’s your vision for your business? Is it absolutely clear to you and your team? If it is what is your succession plan? Who are the leaders in your organization you need to be grooming for your position, and other critical positions in your organization? Are these leaders APlayers? If not can they be coached up to be? Do they know the expectations you have for them? A Leadership Team of A Players is the single greatest determining factor to consistent growth!

Without knowing your succession plan delegation can be challenging. Who do you delegate tasks to? What tasks do you delegate? If you know who is going to succeed you, yes, I hope you’ve thought about this, are you already delegating tasks to them? Tasks they may do better than you, or at least can learn and grow from?

There’s a link to an effective delegation tool I developed a system from my EMyth coaching days if you’re interested in improving delegation. But first, as Harvard professor Robert Steven Kaplan recommends, in What to Ask the Person in the Mirror, have a delegation plan, have a compensation plan, and have clarity about your vision for your people and your organization.