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I Advice - Succession Planning? ... Not on My Watch!
Are your systems all-inclusive? Employees trained to handle guests with special needs? Is the restaurant designed to make it easy for these guests to visit and be comfortable? How many sales are you losing because these guests know it is difficult for them in your restaurant, and never even come in the door?First, ensure your staff understands how to provide great service to everyone. These basics include:- Offering to carry food to the table for expectant mothers, parents with children in their arms, guests on crutches, using walkers, etc. Common sense, but not commonly practiced. - Keeping aisles clear and clutter-free so people can easily move through them. - Having a bench or area to sit in during pe
By appointing Caligula, it was his hope the people of Rome would grow to hate the new ruler, to see him as the miscreant he was. They did. In so doing and at the expense of the Roman people, Tiberius believed he had done himself a great service by indemnifying an unquestioned personal legacy of benevolence and superior leadership.
Tiberius, however, didn’t corner the market on self-serving succession planning. For more contemporary examples we need only look at the current Prime Minister of Canada, The Right [Honorable?] Jean Chr?tien and his now agonizing Long Good-Bye.
<The age old question, you want to start a business but have little capital available. So how do you do it?First of all have a look round for sources of borrowing money. The first obvious step is your bank. They are unlikely to lend money unless you have at least a deposit of 20%. Similarly if you approach the Small Business Bureau and ask for a guaranteed loan – they are probably going to want a similar deposit.They may be able to offer you some advice though. Your best bet is to get together a realistic business plan with what you wish to do and what it will cost in quite detailed format. Also include details of whom you expect your market to be and how large this market is.A venture capitalist or angel i
In November 2002 I wrote an article *The Art of Succession Planning in which the argument in favor of a detailed Succession Plan was put to rest. Clearly, the advantage of proper planning is no argument at all. But try telling that to some company owners or today’s high caliber CEOs. Those who rise to power, especially in large organizations, do so because they possess what’s known as, the Royal Jelly. Most are born leaders with unlimited high energy, charisma and an innate psychological need to win, control and dominate. Although it would be easy for some to cast aspersions on such a profile, the fact is, these attributes are the stuff integral to power and for most of us, what we admire in our leaders.
Would it surprise anyone then, if those, predisposed to leadership and control, may find discomfort in succession planning? Simply said, any plan for succession, is a blueprint for the [call it anything you want] inevitable loss of power, control and prestige they worked so long and hard to achieve. After all, in the mind of a new CEO: They’re going to be there forever…and/or … If they leave, it will be by their choosing.
No leader is perfect. They make mistakes. For them, the last thing they need is the added pressure of a motivated Heir Apparent waiting in the wings with a blueprint for a much anticipated and inevitable transition to power. Reining CEOs are not sacrosanct from the ambitions of the Would-be-Kings. The net result? No Succession plan.
Where there’s a Will… There’s a Relative!
Wish if we could that each successive generation spawn greater leaders than the last. Successful family-owned and operated companies face succession challenges on two fronts. Not every child of a great leader is blessed with the Royal Jelly. [Teddy Kennedy spring to mind?] More often the next generation, either because of, or despite having lived a life of privilege, find themselves bereft of the right stuff and unequipped to lead. A good model for this is the British Monarchy. [Hang in there Lizzy!]
Succession planning for family-owned businesses can further be compromised when there are heir apparents from competing families. The right family heir to run the company may not [politically] be next in line and therefore succession planning is often avoided at all costs in order to circumvent a potentially divisive situation. Who will forget the bitter battle of two brothers for the McCain family frozen food empire?
Beware the Motivations of the Succession Planning Architect!
In ancient Rome, the Emperor Tiberius appointed Caligula to be his successor. A magnanimous gesture to say the least but not the real reason for his choice. Tiberius was more concerned about his legacy - fueled mostly by an unusually large ego.
By appointing Caligula, it was his hope the people of Rome would grow to hate the new ruler, to see him as the miscreant he was. They did. In so doing and at the expense of the Roman people, Tiberius believed he had done himself a great service by indemnifying an unquestioned personal legacy of benevolence and superior leadership.
Tiberius, however, didn’t corner the market on self-serving succession planning. For more contemporary examples we need only look at the current Prime Minister of Canada, The Right [Honorable?] Jean Chr?tien and his now agonizing Long Good-Bye.
<In hospital call centers, doctors and other medical staff take calls from patients and assess the harshness of their symptoms and guide them accordingly. Demographic data such as age, gender, height, weight can also be analyzed. Hospital call centers assist to determine the course of medical action, based on the various symptoms. Hospital call centers also give technical and customer support for medical emergencies.Hospital call centers answer phones, make physician referrals and register callers. People generally want to speak with a live person. Internet is an effective means that avoid dumping of telephone calls. It is less expensive than hiring a live person. Some hospitals have introduced 'live chat' on their websites.
Would it surprise anyone then, if those, predisposed to leadership and control, may find discomfort in succession planning? Simply said, any plan for succession, is a blueprint for the [call it anything you want] inevitable loss of power, control and prestige they worked so long and hard to achieve. After all, in the mind of a new CEO: They’re going to be there forever…and/or … If they leave, it will be by their choosing.
No leader is perfect. They make mistakes. For them, the last thing they need is the added pressure of a motivated Heir Apparent waiting in the wings with a blueprint for a much anticipated and inevitable transition to power. Reining CEOs are not sacrosanct from the ambitions of the Would-be-Kings. The net result? No Succession plan.
Where there’s a Will… There’s a Relative!
Wish if we could that each successive generation spawn greater leaders than the last. Successful family-owned and operated companies face succession challenges on two fronts. Not every child of a great leader is blessed with the Royal Jelly. [Teddy Kennedy spring to mind?] More often the next generation, either because of, or despite having lived a life of privilege, find themselves bereft of the right stuff and unequipped to lead. A good model for this is the British Monarchy. [Hang in there Lizzy!]
Succession planning for family-owned businesses can further be compromised when there are heir apparents from competing families. The right family heir to run the company may not [politically] be next in line and therefore succession planning is often avoided at all costs in order to circumvent a potentially divisive situation. Who will forget the bitter battle of two brothers for the McCain family frozen food empire?
Beware the Motivations of the Succession Planning Architect!
In ancient Rome, the Emperor Tiberius appointed Caligula to be his successor. A magnanimous gesture to say the least but not the real reason for his choice. Tiberius was more concerned about his legacy - fueled mostly by an unusually large ego.
By appointing Caligula, it was his hope the people of Rome would grow to hate the new ruler, to see him as the miscreant he was. They did. In so doing and at the expense of the Roman people, Tiberius believed he had done himself a great service by indemnifying an unquestioned personal legacy of benevolence and superior leadership.
Tiberius, however, didn’t corner the market on self-serving succession planning. For more contemporary examples we need only look at the current Prime Minister of Canada, The Right [Honorable?] Jean Chr?tien and his now agonizing Long Good-Bye.
<Many multi-million dollar deals begin with the exchange of business cards. The establishment of a trusted business relationship go through the stage of introduction, customer acquisition, and customer retention. At each stage of customer relationship management, the little card is the bridge between you and your clients. When you first meet a prospect, the business card is your greeting card. When you work on a deal with a prospect, that little card is a door to your business world - where they will find the phone number to call you to ask for more information or go to you website to do the research themselves. When you work on a project with the clients, that little card is the notepad where they write down the things that are
Where there’s a Will… There’s a Relative!
Wish if we could that each successive generation spawn greater leaders than the last. Successful family-owned and operated companies face succession challenges on two fronts. Not every child of a great leader is blessed with the Royal Jelly. [Teddy Kennedy spring to mind?] More often the next generation, either because of, or despite having lived a life of privilege, find themselves bereft of the right stuff and unequipped to lead. A good model for this is the British Monarchy. [Hang in there Lizzy!]
Succession planning for family-owned businesses can further be compromised when there are heir apparents from competing families. The right family heir to run the company may not [politically] be next in line and therefore succession planning is often avoided at all costs in order to circumvent a potentially divisive situation. Who will forget the bitter battle of two brothers for the McCain family frozen food empire?
Beware the Motivations of the Succession Planning Architect!
In ancient Rome, the Emperor Tiberius appointed Caligula to be his successor. A magnanimous gesture to say the least but not the real reason for his choice. Tiberius was more concerned about his legacy - fueled mostly by an unusually large ego.
By appointing Caligula, it was his hope the people of Rome would grow to hate the new ruler, to see him as the miscreant he was. They did. In so doing and at the expense of the Roman people, Tiberius believed he had done himself a great service by indemnifying an unquestioned personal legacy of benevolence and superior leadership.
Tiberius, however, didn’t corner the market on self-serving succession planning. For more contemporary examples we need only look at the current Prime Minister of Canada, The Right [Honorable?] Jean Chr?tien and his now agonizing Long Good-Bye.
<In the past few years, news headlines have screamed of high profile scandals involving big names and companies like Martha Stewart, Enron, and Tyco. Because of these high profile scandals, businesses and individuals are becoming more and more aware of the importance of ethics in the workplace and in everyday life. What role do ethics play in your cleaning business?You will often (and perhaps always) be cleaning your clients' buildings at night when no one from the business is around. In addition, you might have access to areas that have confidential or nonpublic types of information. Because of this, it is critical that your customers can trust your cleaning company and believe that you and your employees will act ethically.<
Succession planning for family-owned businesses can further be compromised when there are heir apparents from competing families. The right family heir to run the company may not [politically] be next in line and therefore succession planning is often avoided at all costs in order to circumvent a potentially divisive situation. Who will forget the bitter battle of two brothers for the McCain family frozen food empire?
Beware the Motivations of the Succession Planning Architect!
In ancient Rome, the Emperor Tiberius appointed Caligula to be his successor. A magnanimous gesture to say the least but not the real reason for his choice. Tiberius was more concerned about his legacy - fueled mostly by an unusually large ego.
By appointing Caligula, it was his hope the people of Rome would grow to hate the new ruler, to see him as the miscreant he was. They did. In so doing and at the expense of the Roman people, Tiberius believed he had done himself a great service by indemnifying an unquestioned personal legacy of benevolence and superior leadership.
Tiberius, however, didn’t corner the market on self-serving succession planning. For more contemporary examples we need only look at the current Prime Minister of Canada, The Right [Honorable?] Jean Chr?tien and his now agonizing Long Good-Bye.
<If you employ people in your business, you're going to be faced with a number of tricky management issues - dealing with tardiness, sick leave, and keeping your staff motivated.Performance reviews can be useful for motivating employees, but only if they are accurate. An inaccurate review, which fails to recognize the employee's value to the organization, can be worse than no review at all.If a performance review fails to take note of an employee's shortcomings, it won't be taken seriously.If an employee consistently performs poorly, it's vital to document this, as well as any corrective action that is taken.Your staff may be genuinely unaware that their performance in some areas is poor (or exceptional!),
By appointing Caligula, it was his hope the people of Rome would grow to hate the new ruler, to see him as the miscreant he was. They did. In so doing and at the expense of the Roman people, Tiberius believed he had done himself a great service by indemnifying an unquestioned personal legacy of benevolence and superior leadership.
Tiberius, however, didn’t corner the market on self-serving succession planning. For more contemporary examples we need only look at the current Prime Minister of Canada, The Right [Honorable?] Jean Chr?tien and his now agonizing Long Good-Bye.
Regardless of whether one voted for him or not, in a democratic society, the rein of any leader must eventually come to an end either by popular vote or for the good of the people. For dominant leaders, it is understood that stepping down is never an easy decision to make or to do.
That said, the political winds of change are not all that transparent and it’s not unexpected for, in this case, Canadians, to count on a certain respectability or professionalism from their leader in the transition process. Sadly, the Prime Minister serves today as the quintessential example of bad Succession Planning.
Newspaper headlines that clearly point out a now Lame-Duck-Leader whose agenda for the next year is bent solely on a self-serving legacy at the expense of his own party and the country as a whole, should, but hasn’t, deterred him.
For example, few would argue the need for stricter environmental guidelines but what other than his legacy is served by forcing the thinly veiled K.Y.O.T.O. bill through parliament when even his own cabinet find flaws in it and the need for further debate. Moreover, Liberals and Conservatives alike openly agree; smiting his nemesis and obvious successor, Paul Martin, by first forcing him out of his cabinet post and then changing the rules for corporate sponsorship where it impedes Mr Martin the most, is nothing short of vindictive. In fact, limiting financial corporate sponsorship and then funding future elections with taxpayer’s money, I, as a taxpayer, could find it laughable if it were not so egregiously repugnant. Who benefits? Canadians? His Legacy? His ego? ...How Tiberiunesque! Bad Succession Planning!
Bottom Line:
Succession Planning is an integral part of what binds and brings balance to business, politics and even our personal lives. Like most disciplines, it’s not as easy as it sounds. Nevertheless, like death and taxes, it is unavoidable and will come one day on our watch. What still remains our choice is how we handle it when it’s our time… That too will reflect in our legacy.
* For a copy of the article *The Art of Succession Planning send an email request to paul@success150.com
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