Creating, defining and then sharing a list of common objectives is one of the keys to succession planning success. The Legacy Moment eNewsletter of January 22nd discussed the broad objectives of succession planning; it suggested that you complete the Goals Clarification Worksheet and begin to define your objectives. (Sign up for weekly eNews here.)

Using the worksheet (excerpt below), write sentences (I call them word pictures) to refine, focus and then share your objectives.

For example:

MAINTAIN THE OPERATIONAL INTEGRITY

• We will incrementally transition responsibilities to the next generation (successive manager[s])
  over the next _10_ years.
• To increase management capabilities, we will utilize:
  ____ Formal education
  _X__ Various experiences
  _X__ Seminars/workshops/extension programs
  ____ Mentors
  _X__ Strategic alliance partners
• Management control will be passed to: ___Therese________

From the example, we may write three very specific objectives:

1. We’ll transition managerial control to Therese over the next 10 years.
2. We will employ specific experiences, seminars, workshops and training programs to help her prepare for the role.
3. We’ll enlist a number of our strategic alliance partners to assist in the development process – including our accountant and the banker.

If this seems rather simplistic, it is – that’s by design. Using simple, definitive statements which everyone can read and understand is important crea tes a team approach, encourages buy-in and makes respective parties accountable.

 More on Goal Setting:

•     How to Know When It's Time  - Leave a Legacy, Mid-November 2009
•     The Miracle of Commitment – Leave a Legacy, Mid-February 2009
•     A Springboard for the Future–  Leave a Legacy, February 2008 

Don't miss 'Leave a Legacy' TV on Thursday, February 25th.
Click below for full schedule and local listings.