A Leader’s Succession: The 6 Keys to Moving-On & Stepping Away Like a Leader

Succession Planning seems to be a fitting way to close! So much of our identity can be wrapped up in our work, our professional accomplishments, our “Busy”, and the impact we have on those around us! Therefore, it makes sense why moving-on, resigning, or retiring can be so difficult. Whether you’re contemplating retirement, excited about it, unsure about it, feel it in your soul, being forced into it, or making a job change for all the right reasons… a successful succession is part of your job, your legacy, and your Leadership! How you handle it will significantly impact the person replacing you, your People, and the Culture of your Team and Organization moving forward! So, how do you do it?

The Questions!

Succession planning doesn’t start when you’re burnt-out, your bags are packed, and you’re ready to run out the door to your car never to be seen again! It’s best to start when things are great; when you have all the energy in the world, you’re positive, and thinking clearly. These four questions are a fantastic place to start:


How will you know when you’re ready to depart?

Who will be your replacement?

Why will this person be your replacement?

How do you plan to be flexible and OK with the differences they will inevitably bring?


Each of these questions is massively important as they will gauge your self-awareness as a Leader, keep you honest with yourself, allow you to select wisely, and protect your Successor, your People, and your Company Culture!

The answer to, “How will you know when you’re ready to depart?” will differ for everyone. When I was a Mental Health Therapist, I knew I was ready when I no longer had the passion or interest to sit through a 50-minute session with a client. I felt the urge to rushing them along, I became irritated with what I perceived to be a lack of effort, and my number one tell-tell sign… when my clients no longer looked like a person to me; rather a diagnosis with arms and legs. Yes, I know this sounds harsh… and it is! I had no idea this was going to happen to me, but it did. Aren’t you glad I left the profession? Aren’t you happy for my clients, their families, and their futures? Be sure you’re no longer Leading when you feel this way! This has become my ongoing answer to, “How will I know when it’s time to move-on”.

“Who’s next?” may be answered by a name you already know or a type of person you believe would be a perfect replacement for the next chapter of the organization! Perhaps they’re a Direct Report, you’ve been mentoring them, or they’ve been working their way up the corporate ladder. Perhaps they work outside the company, a friend, or a business colleague. But, do they want it? Where are they in their career path? Are they nearing their professional end? When they’re a fit, great! If not, it’s best to select on values, vision, their plan, and their view on People. This leads to their “Why”. Why do they want the position and what impact do they want to have on the Organization, the Industry, and the Future?

Lastly, “Can you be OK with the differences your successor WILL inevitably bring?”. Your successor is NOT you! There may be some similarities; especially if you have much to do with the vetting process. However, they will have their own ideas, will tweak things you’ve worked a lifetime to implement, and have plans to take “Your Baby” into the future in a new spaceship you never knew existed… What the heck!!! Can you be OK with the inevitable differences?

Your A-Team!

While preparing to move-on as a Leader, your A-Team will be your most valuable asset! During the emotional turmoil and day-to-day process of your succession, they will help you evaluate your thoughts, feelings, decisions, and share the “Real Culture” of your Team or Company. 

Your A-Team may consist of Board Members, Shareholders, Vice Presidents, Emerging Leaders, Frontline Employees, all the way to the Custodian. Please never discount the thoughts and opinions of Receptionists and Custodians… they see and hear EVERYTHING; as they’re invisible to most people and your staff speak and behave very candidly around them… Be Mindful!

Note: Having an A-Team without regularly scheduled Meetings is pointless! Choose what regular means to you, what topics, questions, timeframe, and an impactful meeting format. Whatever you decide… Be sure to Follow-Through; allowing a successful succession process!

Set the Date!

When you know you’re leaving, retiring, or resigning… share your Why, What will happen moving forward, and THE WHEN of your final date with your Bosses, then your Team, then the company. Setting the date is imperative. It allows your People to experience the shock, place a date in their hearts and minds, and prepare emotionally and professionally for upcoming change!

Setting the date is also monumentally essential for us as Leaders! Without a date… our BUSY doesn’t plan on stopping, problems won’t stop arising, and the sun will continue to come up. Therefore, your ambiguous date keeps getting pushed back, no one knows what’s going on, and you will inevitably miss out on great potential successors as they move-on to other opportunities!

Note: You may never feel your job as the Leader is complete; as you desire to leave things PERFECT. Remember… Great and Done is better than Perfect!

The Pass-Off!

The day is finally here… you’ve asked yourself and others all the right questions, listened to your A-Team, set the date for your departure… now it’s time to Pass-Off your crown and anoint your Successor. This can be done in a small meeting: thanking your Team, introducing your Successor to Shareholders and/or Board Members, then to your Team, and finally to the Organization as a whole. Or… an All-Company Meeting with all the bells and whistles, in-person, virtually, and/or via whatever communication app your company prefers to make the Pass-Off official!

The most important thing is your People hear and see you Thank them for the opportunity to Lead them, all they’ve brought to your life professionally and personally, endorse your successor as worthy, and they actually see you step aside!

Follow-Through!

Now comes the hard part! You’re FREE… or, so you thought! It’s like raising kids… you’re done when they’re 18 right? Lol! This is when your kids really need you; as their decisions are bigger and so are life’s consequences. Their mid-20s are when they start to realize you were right about almost everything and their 30’s are when you receive phone calls from them apologizing for their teen years.

The same is true for great Leaders once they move on! Your kids… your former Co-Leaders and Employees keep in contact to ask for advice, to gossip, and to vent. You WILL be tempted to involve yourself… and if you do… your Former People will be tempted to compare your Successor to you! Follow-Through by helping when asked, keeping your name out of negative gossip, building up the organization’s “New Way”, and providing advice that allows your Former People to either stay at the company or leave the company as an asset, not as a liability!

Evolve & Enjoy!

After moving-on from your Leadership Position, you’ll have more time on your hands than you may know what to do with. Whether it’s for a few months until you start somewhere else or forever as retirement has become a reality. The point is, it’s time to evolve and enjoy… but how? Here are a few questions to start with:


Who do you want to be: relationally, financially, mentally, physically, and spiritually? Whatever your answers, place your plans of how you will make them a reality into your phone calendar… with notifications and alerts; turning your answers into plans, your plans in to actions, your actions into habits, and your habits into your evolution and new life!

What’s “Fun” now? Our idea of “Fun” changes over time. What would you like to do for “Fun” and be sure to schedule it in your calendar!

Where would you like to travel? Put it in your calendar!

How would you like your day to flow? Put it in your calendar!

Who do you enjoy helping? Put it in your calendar!

How, where, and for Who can your professional wisdom be most impactful and rewarding? Perhaps it’s volunteering at an organization, starting your own company, consulting or training, writing books, speaking professionally at conferences, or sitting on your couch, elbow-deep in a bag of chips, binge-watching your favorite shows… I don’t suggest it, but some people love it; my Mom did and thoroughly enjoyed her retirement!


Whatever your answers… put it in your calendar, live it, appreciate your contributions to the past, maintain positive professional contact with your former People when it’s appropriate, and enjoy the heck out of the new chapter of your life!

You now know how to move-on like a Leader, what was your Biggest Takeaway? What homework will you give yourself; enhancing not only your Leadership & Work/Life Harmony… but also that of those you’re Leading?


“Please never discount the thoughts and opinions of Receptionists and Custodians… they see and hear all; as they are invisible to most people and your staff speak and behave very openly around them… Be Mindful!” - Andre Young

Written By: Andre Young