{"id":311096,"date":"2025-11-22T11:51:38","date_gmt":"2025-11-22T11:51:38","guid":{"rendered":"https:\/\/peraltafinancing.com\/uncategorized\/building-tomorrows-leaders-today-skip-prichard\/"},"modified":"2025-11-22T11:51:38","modified_gmt":"2025-11-22T11:51:38","slug":"building-tomorrows-leaders-today-skip-prichard","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=311096","title":{"rendered":"Building tomorrow\u2019s leaders today | Skip Prichard"},"content":{"rendered":"<p> <br \/>\n<\/p>\n<div>\n\t\t<input class=\"fooboxshare_post_id\" type=\"hidden\" value=\"54317\"\/><\/p>\n<h2><strong>Succession Planning<\/strong><\/h2>\n<p>Succession is one of those words that sounds distant until it\u2019s suddenly urgent. <a href=\"https:\/\/skipprichard.com\/a-leadership-journey-making-every-moment-count\/\" target=\"_blank\" rel=\"noopener\">Tomorrow\u2019s leaders<\/a> are depending on you\u2026today.<\/p>\n<p>\u00a0<\/p>\n<aside class=\"tweetable tweetalign_center\" style=\"width:80%\">\n<div class=\"tweetablewrap\">\n<blockquote>\n<p>\n\t\t\t\t\t\u201cThe ultimate test of a leader is what happens after you\u2019re gone.\u201d\n\t\t\t\t<\/p>\n<p>\t\t\t\t<cite>Peter Drucker<\/cite>\n\t\t\t<\/p><\/blockquote>\n<\/div>\n<\/aside>\n<p>\u00a0<\/p>\n<p>I\u2019ve watched it happen in boardrooms and small offices alike. A key leader leaves, and everyone scrambles. Files are missing. Decisions stall. Momentum fades. The team looks around and realizes there\u2019s no clear next step. The truth is, most organizations don\u2019t fail because of market shifts. They fail because they didn\u2019t prepare for who comes next.<\/p>\n<p>According to <a href=\"https:\/\/www.deloitte.com\/us\/en\/insights\/topics\/talent\/human-capital-trends.html\" target=\"_blank\" rel=\"noopener\">Deloitte\u2019s Human Capital Trends<\/a>, more than 60% of organizations say they don\u2019t have strong leadership pipelines. Meanwhile, about 10,000 Baby Boomers retire every day in the United States. By 2030, every Boomer will be of retirement age. That\u2019s not just a demographic fact\u2026it\u2019s a leadership handoff of historic scale.<\/p>\n<p>Yet I\u2019ve met many companies that view succession planning as a one-time project. It\u2019s not. It\u2019s a mindset. It\u2019s the daily work of developing people to lead before you need them to.<\/p>\n<p>\u00a0<\/p>\n<aside class=\"tweetable tweetalign_center\" style=\"width:80%\">\n<div class=\"tweetablewrap\">\n<blockquote>\n<p>\n\t\t\t\t\tSuccession isn\u2019t about replacing people. It\u2019s about preparing them.\n\t\t\t\t<\/p>\n<\/blockquote>\n<\/div>\n<\/aside>\n<p>\u00a0<\/p>\n<p>Some of the best-run organizations in the world make leadership development part of their DNA. Larges organizations may have more formal plans, but smaller organizations can do the same by thinking intentionally about growth.<\/p>\n<p>\u00a0<\/p>\n<aside class=\"tweetable tweetalign_center\" style=\"width:80%\">\n<div class=\"tweetablewrap\">\n<blockquote>\n<p>\n\t\t\t\t\tA healthy pipeline isn\u2019t built on titles. It\u2019s built on teaching.\n\t\t\t\t<\/p>\n<\/blockquote>\n<\/div>\n<\/aside>\n<p>\u00a0<\/p>\n<p>Developing talent takes patience, and patience rarely shows up on quarterly reports. That\u2019s why it requires conviction. Leadership development is an investment in the future\u2014one that pays off in retention, culture, and continuity.<\/p>\n<p>\u00a0<\/p>\n<p><iframe loading=\"lazy\" title=\"\" src=\"https:\/\/www.podbean.com\/media\/player\/wjmg6-19ad8f2-pb?from=yiiadmin&amp;download=1&amp;version=1&amp;skin=1&amp;btn-skin=103&amp;auto=0&amp;share=1&amp;fonts=Helvetica&amp;download=1&amp;rtl=0&amp;pbad=1\" height=\"150\" width=\"100%\" style=\"border: none;\" scrolling=\"no\" data-name=\"pb-iframe-player\"><\/iframe><\/p>\n<p>\u00a0<\/p>\n<h2>Who are you developing?<\/h2>\n<p>When I speak with new managers, I often ask, \u201cWho are you developing to take your place?\u201d The answers are often hesitant. But the most confident leaders answer easily. They know succession isn\u2019t a threat to their role; it\u2019s proof they\u2019ve done it well.<\/p>\n<p>Research from McKinsey shows that organizations with formal leadership development programs are 2.4 times more likely to hit performance goals. That\u2019s not coincidence. When people see growth ahead, they stay engaged. When they don\u2019t, they leave.<\/p>\n<p>Still, developing future leaders looks different now. Younger generations expect more coaching, purpose, and flexibility. They want to see leadership modeled, not just taught. A growing number of companies use internal \u201cmicro-mentorships\u201d \u2013 short, focused learning sprints between employees two or three levels apart. It\u2019s a simple, low-cost way to keep knowledge flowing both ways.<\/p>\n<p>\u00a0<\/p>\n<aside class=\"tweetable tweetalign_center\" style=\"width:80%\">\n<div class=\"tweetablewrap\">\n<blockquote>\n<p>\n\t\t\t\t\tLeadership is less about succession charts and more about daily habits that grow people.\n\t\t\t\t<\/p>\n<\/blockquote>\n<\/div>\n<\/aside>\n<p>\u00a0<\/p>\n<h2>Lead in the Small Moments<\/h2>\n<p>Even the best leaders can forget that development doesn\u2019t happen in big moments. It happens in small ones\u2026when you delegate, when you listen, when you let someone try and fail safely. Every time you trust someone with responsibility, you give them a chance to grow into the kind of leader you\u2019d want to follow.<\/p>\n<p>But here\u2019s what makes this challenging: those small moments often feel inconvenient. It\u2019s faster to do the task yourself than to teach someone else. It\u2019s easier to give answers than to ask questions that help people think through problems. It requires patience when deadlines loom and courage when the stakes feel high. Yet these seemingly insignificant interactions compound over time, creating a culture where people evolve.<\/p>\n<p>The late Bill Walsh, the legendary 49ers coach, used to say that the score takes care of itself when you focus on teaching fundamentals. The same applies to leadership. Focus on building people, and the future takes care of itself.<\/p>\n<p>Walsh understood something profound: excellence isn\u2019t achieved through occasional grand gestures, but through relentless attention to the basics. He didn\u2019t just coach football plays; he coached decision-making, composure under pressure, and the mental discipline required to execute when it mattered most. His players learned to think like coaches themselves. This is why so many of his assistants and players went on to become successful leaders in their own right.<\/p>\n<p>The parallel to organizational leadership is striking. When we focus obsessively on developing our people\u2019s fundamental capabilities\u2014their ability to think critically, communicate clearly, navigate ambiguity, and recover from setbacks\u2014we\u2019re not just improving their current performance. We\u2019re building their capacity to handle whatever challenges the future holds.<\/p>\n<p>The most sustainable organizations aren\u2019t built around individual brilliance; they\u2019re built around systems that consistently develop brilliant individuals. They create environments where leadership development isn\u2019t dependent on having an exceptional boss or being in the right place at the right time. It\u2019s embedded in how they operate, how they structure projects, how they conduct meetings, and how they define success.<\/p>\n<p>This requires a fundamental shift in how we think about our role as leaders. Instead of seeing ourselves primarily as drivers of results, we need to see ourselves as developers of people who drive results. The distinction matters because it changes how we spend our time, what we measure, and what we celebrate.<\/p>\n<p>If you\u2019d like to hear more stories and insights on building strong leadership pipelines, listen to my <a href=\"https:\/\/podcasts.apple.com\/us\/podcast\/building-succession-in-a-changing-world\/id1467377768?i=1000735015967\" target=\"_blank\" rel=\"noopener\"><em>Aim Higher<\/em> episode on <strong>Building Succession in a Changing World<\/strong><\/a>.<\/p>\n<p>We explore how the best leaders create systems that outlast their tenure, ensuring that their impact continues long after they\u2019ve moved on. Because ultimately, the true measure of leadership isn\u2019t just what you accomplish\u2014it\u2019s what continues to be accomplished because of how you developed others.<\/p>\n<p>\u00a0<\/p>\n<p><a href=\"https:\/\/podcasts.apple.com\/us\/podcast\/building-succession-in-a-changing-world\/id1467377768?i=1000735015967\" target=\"_blank\" rel=\"noopener\">Listen to Aim Higher<\/a> here.<\/p>\n<p>\u00a0<\/p>\n<p>Photo Credit: Scott May<\/p>\n<p><span class=\"et_bloom_bottom_trigger\"\/><span class=\"et_social_bottom_trigger\"\/>\t<\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>Succession Planning Succession is one of those words that sounds distant until it\u2019s suddenly urgent. Tomorrow\u2019s leaders are depending on you\u2026today. \u00a0 \u201cThe ultimate test of a leader is what happens after you\u2019re gone.\u201d Peter Drucker \u00a0 I\u2019ve watched it happen in boardrooms and small offices alike. A key leader leaves, and everyone scrambles. Files [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":311098,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[141018,141019,141020,141021,141022,120005,12280,97573,141024,97574,124539,141025,12386,141026,103956,141027],"tags":[2539,17389,100547,17185,1513,16694],"dealstore":[],"offerexpiration":[],"class_list":["post-311096","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-aim-higher","category-business-leadership","category-coaching-culture","category-developing-leaders","category-employee-growth","category-future-leaders","category-leadership","category-leadership-development","category-leadership-pipeline","category-management","category-mentoring","category-organizational-success","category-podcast","category-skip-prichard","category-succession-planning","category-talent-strategy","tag-building","tag-leaders","tag-prichard","tag-skip","tag-today","tag-tomorrows"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Building tomorrow\u2019s leaders today | Skip Prichard - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=311096\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Building tomorrow\u2019s leaders today | Skip Prichard - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"Succession Planning Succession is one of those words that sounds distant until it\u2019s suddenly urgent. Tomorrow\u2019s leaders are depending on you\u2026today. \u00a0 \u201cThe ultimate test of a leader is what happens after you\u2019re gone.\u201d Peter Drucker \u00a0 I\u2019ve watched it happen in boardrooms and small offices alike. A key leader leaves, and everyone scrambles. 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