Transition plans outline the processes for incoming and outgoing leaders alike.
Specifically, how does the transition occur? Who is actively involved? What’s the process? What’s the timing of events?
- Your new roles/responsibilities
- Your individual goals
- The goals of the department
- How goals are tracked
- How individuals (and the team) are measured
- Team strengths and needs
- Are there any existing challenges to be addressed
- Do you need to “up” or acquire any new skills
- Would a mentor be beneficial
- Are you the decision maker for your budget? If not, who is?
- And, ask your team members for their perspective about:
If you’re the leader of an emerging leader, provide:
- Role expectations
- Individual and team goals
- Known challenges ex. Goals, vendors, internal or external customers
- Reward and measurement processes
- Budget responsibilities
We also suggest conducting weekly update meetings; keep them brief but be available to assist with the transition, and jointly create a development plan.
Leadership is about “taking others where they’ve never gone before and would not go on their own” – having transition plans in place are invaluable!
Are you prepared?
Mike and Jan
If your actions inspire others to dream more, learn more,
do more and become more, you are a leader.
—John Quincy Adams
PeopleTek Coaching – Pioneering a path to leadership and team excellence. We offer tailored coaching programs leveraging our vast industry experience, aiding individuals and businesses to unearth their true potential. Our innovative approach transforms leadership behaviors, cultivates cohesive teams, and drives organizational success. With a track record spanning more than 20 years, PeopleTek’s mission is to inspire personal and professional growth for a productive, harmonious workplace. To learn more about us and how we can empower your leadership journey, visit www.PeopleTekCoaching.com.