Succession Planning: Because ‘We’ll Figure It Out Later’ Is Not a Strategy”

Let’s face it: succession planning doesn’t precisely make hearts race. It’s not the sexy side of business—there’s no glitzy launch party or adrenaline rush. But here’s the kicker: if you’re not planning for the future, you’re practically planning for chaos. Failing to plan is a plan to fail.  Think of succession planning as insurance against leadership meltdowns—minus the premiums and peace of mind.

In today’s fast-paced business environment, the only constant is change. Leadership turnover can strike like a surprise blizzard, leaving companies scrambling to fill critical roles. And without a solid succession plan? Well, that’s like driving through the storm without windshield wipers. You’ll end up at the mercy of fate, praying that the person you throw into the driver’s seat can keep the car on the road. Spoiler alert: most can’t. And that’s where the problems begin.

Why Bother? Because the “Wing It” Approach Never Works

Many companies approach succession planning like casting for a reality TV show: “Let’s wait until the last minute, throw someone into the deep end, and hope they can swim!” Newsflash: good leadership doesn’t magically appear when needed. It takes time, development, and—here’s the unsexy truth—preparation.

Effective succession planning ensures your company isn’t left scrambling when leadership exits. Think of it as having a bench of star players ready to jump in and save the game when the clock’s running out. A well-thought-out plan doesn’t just cover emergencies; it anticipates the skills, traits, and experience your future leaders will need as the business evolves. It’s like keeping your GPS updated so it knows where all the new roads are—not relying on the same dusty map you’ve been using since 1995.

Innovation: Not Just for Products, But for People

Here’s the beauty of good succession planning: it isn’t just about replacing people—it’s about fostering innovation and growth. Imagine if, instead of merely filling the shoes of outgoing leaders, you sized those shoes up, gave them rocket boosters, and turned your people into the kind of leaders you’ve always wished you had. 

Companies that invest in their future leaders don’t just weather the storm; they harness it. They encourage emerging leaders to challenge old assumptions, bring fresh perspectives, and drive the organization forward in previously unthinkable ways. The best succession plans create a culture of continual improvement and adaptability—a leadership conveyor belt that keeps moving no matter what gets thrown at it. 

The Evolving Paradigm: Leaders Are People Too (Surprise!)

The old “command and control” leadership style is going the way of the fax machine (is anyone still using those?). Modern leadership is about empathy, collaboration, and adaptability. Today’s leaders must resonate with their teams, not just delegate tasks. They must inspire as much as they instruct. And guess what? Those qualities don’t come with a job title; they’re nurtured over time.

Today’s succession planning isn’t just about making sure someone is there to fill the role when the music stops. It’s about developing leaders who can navigate through uncertainty, take the helm in uncharted waters, and pivot when necessary—all without losing their balance. 

Future-Proofing with Purpose 

So, why does all this matter? In a world where change is the only certainty, companies need leaders who are more than placeholders—they need trailblazers. Succession planning is about putting the right people in the correct positions, but it’s also about ensuring those people are equipped to lead with vision, not just repetition. 

Don’t leave your company’s future to chance. Start planning for tomorrow, today. Nothing says “we’re serious about our success” like being prepared for whatever comes next—without dusting off an outdated playbook or resorting to desperate improvisation.

About Cordova Jack Consulting

Cordova Jack Consulting helps leaders in the LBM industry get serious about culture, succession, and leadership that actually works. Whether it’s developing next-gen talent, aligning a team that’s been stuck in survival mode, or creating a strategy that moves people forward, Cordova Jack brings candor, clarity, and a fresh approach that cuts through the noise. Learn more at www.cordovajackconsulting.com

Contact:

Dena Cordova-Jack – CEO – Cordova-Jack Consulting – Dena@CordovaJackConsulting.com – (719) 502-9554

Source: Cordova-Jack Consulting