by Leaders often hold back when it comes to delegating important work to others. Among the more popular barriers to delegation are:
“I can do it better and quicker myself.”
“It takes too long to explain.”
“I can’t give away important tasks.”
“There’s no one I can trust.”
Click on my recent post regarding the consequences of this very problem. Succession? Tips From The Kids
I have attended countless coaching sessions during my financial planning career (as my wife often reminds me), and have become accustomed to using a wide range of stretching tools to help make better decisions.
Because of the inherent nature of succession planning, there are a myriad of issues- Financial, Legal, Accounting, Emotional, Family; you name it, succession planning has it.
So when I recently spoke to Dr.David Chinsky, author and founder of Institute for LeadershipFitness®, (yes, one of my past coaches), I was intrigued to discover his “Succession Matrix” tool.
As David says, Our vision is simple: to create vibrant leaders who enjoy balanced lives marked by personal health… and sustained contribution.
You may especially find the section on “Talent Mapping and Delegation” useful if you have multiple family members as key managers, or multiple non-family members as key managers.
Regularly setting aside time to map the strengths, needs and improvement opportunities for your organization’s human assets can help ensure that the organization’s top talent is getting the attention, rotational assignments and other developmental opportunities necessary to keep them engaged and committed.
If you need a clean PDF for easier printing, send me an email and I’m happy to forward it to you.
Please note: David Chinsky is not affiliated with BH Wealth Management or First Allied Securities.