Succession Planning for Leaders: Getting Your Team Ready

October 31, 2025

Happy November, team! It’s me, Mary, here to share another topic that will help you Find, Be, and Build your positive influence. All good things must come to an end; every leader will eventually retire or take a step back from their organization, passing the baton to the next leader. However, many organizations fail to properly plan for this event, which causes immense disruptions throughout the company. Succession planning for leaders should be top of mind years before they step away. When done well, a proper succession plan will ensure business continuity, preserve culture, and empower employees. If you’re planning your exit strategy, here is how you can get your team ready.

Identify and Develop Potential Talent

You might already have a successor in mind, but don’t put all your eggs into one basket. Developing multiple successors for key roles helps distribute responsibility and creates greater flexibility in the event of unexpected changes. Use performance evaluations, feedback, and peer reviews to identify potential successors. You might consider mentoring them or providing opportunities for continued learning. Keep in mind that each new team leader must possess a growth mindset, meaning they will have future potential for learning and agility. If necessary, address concerns about favoritism early by explaining that the purpose of selecting a successor is for long-term growth and sustainability, not immediate replacement.

Communicate Early and Transparently

Communication is truly the bedrock of all relationships. Notifying your team that you are planning to leave or step back is imperative, but you will also need to assure them that you will not leave them with incapable leaders. Be honest about your plan to identify and develop talented people who will commit to business continuity.

During the transition, hold regular meetings to keep everyone in the loop. Being transparent about the changes everyone will experience will help reduce anxiety and build trust. The best policy is to communicate each stage of the plan often, so everyone remains on the same page.

Document and Transfer Knowledge

While you will likely still be around after your departure from the organization, you will want to prepare your team to be without you. That means you must document the knowledge you have and share it with your team. Capture key processes, relationships, and insights from both you and any other key information holders (even if they aren’t leaving). If you don’t have an information-sharing platform already (SharePoint, Drive, Dropbox, etc.), sign up for one and store all the documents there to ensure information is not lost during the transition. If you already have some potential successors, consider having them shadow you while you are compiling this knowledge.

Align Succession Plan with Strategic Goals

Succession planning for leaders includes aligning those plans with the organization’s strategic goals. Remember, you are not simply ensuring new leadership covers current operations but will support the company’s future as well. The more you think about how the organization will run without you long-term, the easier the transition will be for everyone on the team. (That is, as long as you communicate and remain transparent!)

You may also consider evaluating the team in its entirety to determine if there are any critical skills needed over the next 3 – 5 years. If any are missing, close the gaps through either training or hiring.

Celebrate Growth and Change

Change is constant, but that doesn’t make it any less nerve-wracking. Leaders can frame their succession plan in a positive light by demonstrating how the change is an opportunity for the team to grow stronger together. Throughout the process, continue to recognize and celebrate milestones – new promotions, retirements, mentoring success, new family members, etc. – to reinforce a positive culture around transitions.

Succession Planning for Leaders is Easy with IA Business Advisors

Succession planning is a massive task that must be performed with care and due diligence. It requires a long-term plan and effective communication to be brought to fruition with positivity. At IA Business Advisors, we know how much work this takes and how stressful it can be for anyone who is affected. We have helped hundreds of teams successfully transition leadership and remain viable companies long after the original leadership has retired. It would bring our team joy to help you with your succession planning. Contact us today to get started.

Successiopn Planning

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Hello, team! Mary here, continuing our journey through the I in Team series, where we challenge and empower you to Find , Be , and Build Your Influence. One of the most common things we’re asked to help our clients with is toxic workplace recovery. This directly connects to the culture of the team, and while rebuilding that culture takes time and intention, it is absolutely possible. In fact, with the guidance of our I in Team approach and S.M.A.R.T. Management system, we’ve successfully helped more than 19,000 teams evolve into high-performing, values-based cultures. If you’re ready to take the lead and breathe life back into your team, we’re here and ready to support you. Practice Emotional Intelligence One of the most impactful steps you can take on your toxic workplace recovery journey is to practice emotional intelligence (the ability to recognize, understand, and manage both your own emotions and the emotions of those around you). Toxic environments are often the result of emotional disconnection, poor communication, unnecessary competition, and a culture that avoids constructive feedback. Begin by shifting your perspective: respond with empathy, ask thoughtful questions, and use “I” statements. These habits model two traits, emotional regulation and empathy, that influence how your team interacts and solves problems. Start small. For example, set a personal goal to give one piece of sincere praise or recognition per day. This is a S.M.A.R.T. goal, and it starts to reinforce positive emotional exchanges. Over time, this contributes to a psychologically safe environment where people feel seen and supported. Foster Open Communication Once emotional intelligence begins to take root, toxic workplace recovery is just around the corner. Open communication becomes more natural because when team members are aware of their own and others’ emotions, communication becomes seamless. The number one rule? Listen. Really listen. Without listening, communication is incomplete. Try implementing monthly influence partnerships—team pairings that rotate so members can get to know each other beyond surface-level roles. This creates connection and, when done with consistency (Timely), fosters trust across your team. Another way to build open communication is by creating a structured feedback loop. Clarify how and when feedback should be given—perhaps during weekly one-on-ones or monthly review meetings—and make sure all team members understand the difference between criticism and constructive feedback. S.M.A.R.T. feedback is Specific and Relevant, and when delivered with respect, it encourages team members to grow without fear. Lead by Example As we say throughout the I in Team series, everyone is a leader regardless of title. Whether you’re in the C-suite or just starting your first job, how you show up directly shapes the culture of your team. To begin, set some respectful boundaries rooted in your values. Let others know what you need to succeed and what behaviors support or disrupt your work. When disagreements arise, demonstrate what respectful disagreement looks like—calm, focused on solutions, and free from personal attacks. If your workplace has leaned into competition, shift the focus to collaboration. Collaborate on micro-goals, like shared tasks or cross-functional projects. Make the results Measurable and celebrate wins together (publicly, if possible). Consider S.M.A.R.T.-based team-building events (like problem-solving challenges or goal-setting workshops) to reinforce collaboration in a meaningful way. Final Thoughts Toxic workplace recovery starts with you. Every interaction, every word, every moment of listening is a chance to model what’s possible. Show up the way you want others to show up. If your team is struggling to rebuild or you need expert guidance, reach out . We’re here to help. Let’s keep influencing responsibly and positively together.