Many wild animals live in groups.
They work as a team, looking after each other, for the benefit of the pack.
It can work well, but equally problems can arise.
We dive a bit deeper…
The alpha
The most capable (whether by physical strength or intelligence) will rise to be leader. The alpha.
A good leader won’t abuse their power. They’ll earn respect from the pack, who trust the alpha to look after their best interests.
With a capable leader, the pack will blossom and grow.
- it will succeed in finding good food/water supplies, so they don’t go hungry/thirsty.
- it will be a safe environment for babies to be born and develop.
- animals from other packs may be tempted to join.
This has worked well for millennia. Leadership is not a new thing.
Up and coming talent
Other animals in the pack who are well looked after will develop, becoming more capable.
At some point, one may question if they’d be a better leader than the current alpha.
This can be dangerous for the pack.
In a fight, whilst there will superficially be “a winner”, the reality is the whole pack loses.
(the image may be a cuddle…but for this purpose it’s definitely a headlock!)
Firstly, both animals may be injured, potentially seriously/permanently. Core animals less capable than they were before.
Secondly, the losing party normally feels obliged to leave. If it was the old alpha, they’ve been proved past their prime, weak. They can’t lead anymore.
Could they be happy working for the youth who took them on? Possibly, but pride (pun intended!) may get in the way.
Equally if the cocky adolescent loses, they’ll be branded a troublemaker. The alpha won’t be able to trust them anymore. It will seem inevitable that after licking their wounds, they may try again. Typically they’d leave to find another pack, start afresh.
No fights please(!)
It’s best for all parties if there is no fight.
This can happen if either the alpha voluntarily steps down, or youngster decides not to pick the fight in the first place, accepting their position as follower.
It’s a form of survival of the fittest. The best should lead the pack. Who is best will change over time.
- The young rapidly gain strength/intelligence as they grow.
- These are then supplemented with wisdom/experience.
- In middle age, energy levels fade.
- As they age further, strength wanes, cognitive facilities often eventually reduce too.
You’ve probably guessed where we’re going with this…humans in business have remarkably similar situations, bar (hopefully!) the risk of physical injury.
When to step down?
There comes a point where we need to accept we are no longer the best to lead.
It’s much healthier for the organisation (and ourselves) if we have the humility to do that voluntarily, without a battle that damages the whole company.
Knowing when this point is reached isn’t easy. There’s no obvious/clearly visible indicator of someone’s abilities.
Plus even if there was, it’s not always clear cut what’s best. Youthful enthusiasm/energy vs experience/wisdom.
Communicate – Keep conversations open. It’s worth attempting to know and understand the feelings of your upcoming talent.
Some won’t be suitable
Sometimes hugely talented individuals have no desire to lead. There can be downsides to this, but one positive is it minimises risk of a damaging leadership challenge.
Others may have be very driven, but have aspirations beyond what your firm can provide. If so, again there’s potential downsides (the firm will likely lose the individual to a bigger competitor), but again your leadership can continue.
Nurture those that are suitable
Those who want to stick with the firm, and also have the confidence and desire to lead are ones to watch. They’ll be the future of the business, and should be nurtured accordingly.
Give them little opportunities for leadership, so they can continue to develop, and see their continued trajectory upwards.
Where these opportunities are voluntarily given, the individual shouldn’t feel the need to fight for them.
Student becomes the master
At some point, the time will come to hoist them further, to a position equal/above you.
It’s normal that this will feel scary. They won’t have the experience you have. They likely will make some decisions you wouldn’t agree with.
They may push the business in a different direction, which may/may not prove to be a good choice. Give your opinion when appropriate. But accept your opinion won’t always be right.
This won’t be easy. But the consequences on the business of steadfastly refusing to step down can be devastating.
If you don’t concede
Your shining stars will soon realise they can’t make the progression they desire and deserve within your business. Most likely scenario is they’ll leave to work for a company where they can.
If they’re more aggressive, they may attempt to oust you. Inevitably this will be in a way that won’t be on your terms.
Where you’re the sole shareholder, realistically there isn’t much they can do to force your hand. The law is on your side here! So again, they’d end up moving on.
How does that end up? – You end up still in charge, but of an organisation that has lost its best talent.
The business will dwindle, as you’re no longer a spring chicken and lack the enthusiasm or energy to kickstart things again.
You’ll likely be resentful of what you see as the selfish employees who left you. But the sad reality is they made a sensible choice in response to your stubborn refusal to accept reality.
They’ll likely be happier in a new place they can continue to grow, whilst you wither away in bitterness!
Which comedy sketch had the catchphrase “Is that what you want? Cos that’s what’ll happen”?! We fear it’s appropriate here!
Summary
Leadership, like life, can’t continue forever.
- the best person to lead, should lead.
- over time, the young will improve, whilst the old start to fade.
- give your shining stars opportunities to develop and improve.
- be humble enough to voluntarily step down when the time is right.
- failing to do so will end badly for you and the business.
The above applies irrespective of how a company is owned. A change of leadership doesn’t have to accompany a change of ownership. But when considering changing ownership, it’s worth considering changing leadership too, even if the timings won’t necessarily coincide.
If you are interested in finding out more about transitioning to an EOT, get in touch with us at Go EO to see how we can help.