Does your firm have a leadership transition plan? (and why should you care?)

October 15, 2008 at 3:14 pm 1 comment


By Carol Metzner, President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com

An effective change in leadership from one chief executive to another is key to an organization’s survival. A transition tests the organization’s ability to renew itself, so that it can continue to fulfill its mission in a changing environment. A successful change in leadership preserves the organization and the trust of its stakeholders, and allows it to grow and adapt to meet new challenges with imagination and enthusiasm.

In the past several years, the A/E marketplace has seen a high number of mergers and acquisitions. Firms facing retiring leadership have options. They can transfer ownership to the next generation; train and coach potential internal successor candidates; bring leadership talent in from the outside; or sell/merge the firm.

Over my 20+ years of recruiting and search, I have seen firms formulate excellent leadership transitions and I have seen other firms fail terribly. In today’s market, more than ever, the wrong choice or even a safe choice for successor can lead to turbulent times. A firm can never afford to make an incorrect choice.  However, making no choice is tantamount to a poor choice. What are retiring executives to do?  How can they walk the fine line of selecting the “right” successor, especially if that person is from outside the firm, without drastically shifting the culture or upsetting internal management candidates? The answers are complex and perhaps a great future newsletter topic!  However, several quick items can be agreed upon: It is important to have a strong board of directors or executive management team to monitor the process. The choice of a leadership successor will be one of the most important decisions your board, outside board members and team will have.  Additionally, selecting the right outside management consultant can offer objectivity and facilitate a time frame.  One thing is for sure:  IF employees have confidence in their executive team, then they will, at least initially, support a succession choice (even if they don’t like it) because they KNOW that the CEO, board and/or advisors have the health and welfare of the firm at heart.

Whether you are a human resource professional or design professional, it would be in your best interest to find out if your company has any plan for it’s future successors.  Ask your leadership or write the question on the intranet.  Are you working for a company that really is thinking about their future as well as yours?

Advertisements

Entry filed under: Civil Engineering Companies, Uncategorized. Tags: , .

Civil Engineering & The Presidential Election Hogwash & Hiring Standards

1 Comment Add your own

  • 1. Civil Site Design  |  October 15, 2008 at 10:54 pm

    Good write up! I have recently moved to consulting but see where this could become an issue.

    Reply

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

Trackback this post  |  Subscribe to the comments via RSS Feed


Enter your email address to follow this blog and receive notifications of new posts by email.

Archives

Feeds


%d bloggers like this: