Do you trust your subordinates to replace you?

Why? Why not?

The Complaint Trap

We hear many hiring authorities complain about the employees that THEY HIRED and THEY MANAGE. Some realize their complaints are in part a reflection of their own leadership ability and rise to the challenge, others flounder, wondering why people don’t perform as expected.

The Leaders Worth Following

Our most capable, stable, and competitive clients value elevating leaders over securing their own positions. They care more about their employee’s success than their own short-term goals.

When it comes time for a company to become multi-generational, within a family or not, the second generation’s success is directly tied to the leadership investment made by the first generation. Learning how to influence an organization through multiple layers of management, in preparation for leadership changes, requires a wholehearted dedication to humble example setting.

Set enough of a followable example and people will walk through fire to get the job done correctly and your company will persist.

Where do you need to invest more?

Questions, answered

The short version.

Why should a leader develop someone who can take over their role?
Because the company's persistence depends on it. When a business becomes multi-generational, within a family or not, the second generation's success is directly tied to the leadership investment the first generation made. This is the heart of founder succession, and leaders who protect their own position instead of elevating others build a single point of failure.
What does constant complaining about employees say about a leader?
Complaints about people you hired and you manage are partly a reflection of your own leadership ability. Some leaders recognize that and rise to the challenge; others flounder, wondering why people never perform as expected.
How do leaders prepare a company for a leadership transition?
By learning to influence the organization through multiple layers of management, the kind of leadership development that makes succession easier, and committing wholeheartedly to humble example-setting. Set enough of a followable example and people will walk through fire to get the job done correctly, and the company persists beyond you.