Passing the Leadership Baton: Part #2 of the relay story.

Here is part #1 if you want to go back for a read...

Last week I competed at the National Road Relay Champs. Fuelled perhaps by a runners high, I have been thinking about how the relay relates to leadership...

There is a reason the relay is one of the most anticipated events at the Olympics. The margin for success or failure often hinges not on the running but on the exchange of the baton. Even a world-class sprinter can look amateur if the baton isn’t passed smoothly.?

Leadership succession is the ultimate passing of the baton. All the good work that is gone into building a business can be undone by a clumsy passing of the leadership baton.

I am working with several clients who are navigating a ‘baton’ pass currently - an engineering services consultancy; an owner-operator in a construction business, and a hospitality group. All scenarios are different but the thing they have in common is that the leadership 'baton' is not just a role but the responsibility of preserving vision, values, and relationships that have been built over time.

What can you do to prepare for a smooth exchange of the leadership baton.??

• Choose your team wisely - for owner-operators especially stepping back is hard - much like a runner who has brought the team to a good position in the race they have to trust the team they are instating to protect what matters most and keep things moving forward, while respecting where the business has come from and the ongoing role the owner wants to have.
• Preparation is key - just as relay teams practice the baton pass over and over, leadership transitions require preparation - role clarity, effective communication and a change management plan that supports all involved, including customers, through the change.
• Blending old and new - a critical part of the preparation for a handover is laying ground rules with the incoming leaders about the remit they have to make change, while also leveraging the wisdom that exists and holding on to the things that matter most - the kaupapa and assets such as reputation, team and key relationships.
• Anticipating the handover - in relay races, the runner receiving the baton doesn’t stand still - they start moving before the pass, ensuring they are up to speed by the time they get the baton. Similarly, in leadership transitions, the incoming leader should be "moving" before the actual handover. Ideally, this would mean mentorship, shadowing, and growing involvement in decision-making.?
• Timing must be right - if the baton is passed too soon, the next runner might not be ready; too late, and momentum is lost. Leaders must assess the readiness of both their successors, the business and ecosystem, including customers and of themselves.?
• The role beyond the handover - after a runner hands off the baton, they don't just disappear, they cheer from the sidelines. Similarly, in leadership transitions, the outgoing leader’s role might shift from being hands-on to one of mentorship or advisory, offering guidance without holding on too tightly and cheering the team on.
• The fear of dropping the baton isn’t the only fear - the anxiety of dropping the baton is real in both running and leadership transitions. It’s a moment of vulnerability (will things fall apart) but there are also emotions related to it going well (will the team perform better without me?). Managing these fears is a personal journey for the leader stepping back, helped enormously by really knowing what matters most and what to let go of in order to let the new team run the rest of the race strongly.??

Executing a leadership transition well ensures that the organisations momentum is maintained and all involved are set up to perform at their best. It is not an easy thing to get right, but put the mahi in and the rewards can be incredible.?

Whether you're on the verge of passing the baton or just starting to think about it, it helps to have a Running Mate alongside. Feel free to reach out for a coffee and a korero to talk about where you are at in your leadership succession journey.