Retirement Readiness
AKA: Encore Planning, Life 2.0, Third Act
This is the most significant career transition you will make.
Make it mind-blowing.
When seasoned leaders see retirement on the horizon, several things begin to happen: there is a grappling with the concept of ‘retirement’, there is an identity shift, there is a team about to be in transition, and there is an organization who needs to fill some very large shoes. Throwing the party is easy; planning for a smooth transition is hard. With this comprehensive solution, the organization can rest easy knowing that the team and the leader are in good hands. From coaching the outgoing leader through this shift in their lives, to helping the incoming leader effectively grab the reigns, and ensuring the team is continuing to perform, you can rest assured…you’re covered.
Retirement Readiness Solution
Managing the Shifts
Identity Shift: Build, maintain, and secure a legacy
Changing jobs can come with excitement and trepidation. Leaving a job - for good - can bring even more of both. Most people who are transitioning out of the workforce are engaging a lot with their inner dialogue. Who am I, if not a leader at this company? What will my legacy be? Is my reputation intact? Will my team be OK? This requires working through some external tactics (securing a successor for example) and some inner work (finding comfort with the new part of your identity). Both are managed in this process, providing peace of mind for all involved.
Leadership Shift: Ensure the next level of leadership is ready
Being called upon to be the next leader is, in most cases, a dream come true. Doing so when you’re replacing a leader who is retiring, however, requires a level of tact and sensitivity to ensure the team and the organization continue to move forward. Helping a new leader take the place of a beloved leader means enshrining someone else’s legacy while also carving your own path. It can be a delicate balance, and an important one at that: the team is counting on you and they’re watching your every move.
Team Shift: Keep and change the team’s culture simultaneously
A team’s relationship with its leader is vital. When a team loses a leader that they love and respect, their innate human nature kicks in and they can - perhaps unknowingly - reject the new leader. This leader is nothing like our old leader. We were happy with our leader. Therefore, specific and deliberate attention on the team dynamic is imperative for the transition to be successful. We need to understand what the team does that is working for them, and find the places where the team can improve and/or adapt to its new leader. The culture of the team will change; there is no getting around that. It is being intentional about the change that will make all the difference.
Organizational Shift: Drive continuity for the company
The impact of a leader goes far beyond their direct reports or immediate colleagues. The ripple effect in an organization is felt at almost every level. When changes happen near the top of the house, we mustn’t ignore the impact felt near the bottom. Ensuring that the organization continues on its path is an important piece of the puzzle and requires clear, consistent, and connecting communication.
According to The Corporate Executive Board,
teams whose leader had a successful transition out produced:
5%
more revenue and profit
2%
more discretionary effort
13%
lower attrition levels
…and teams whose leader struggled with the transition showed:
15%
lower levels of performance
20%
higher levels of disengagement
see the source article here
This data tells a story. Do you want to re-write it for your organization?
Kind Words.
“You see situations from the 30,000 foot level which enables others to expand their worldview. You also show great care for others and authentically ask to hear their voice, valuing their perspectives and how they see the world”
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