Digital succession planning for leaders
Have you ever considered just how much impact a leader’s digital brand can have on succession planning? Particularly the impact of getting that transition wrong?
In our entire history, it’s a challenge no board or leadership team has had to consider until today.
Gates, Jobs, Musk, Buffet. Without exception, every single organisation deals with change at the top.
Ideally (though, sadly, not without exception…) these transitions are carefully planned ahead of time to protect valuable market perceptions, maintain – and even grow – strategic relationships, and build trust and engagement with staff, shareholders and others.
Until now, this planning has been ‘analog’.
More and more leaders are using social media platforms like LinkedIn to remain visible, relevant and connected to key stakeholders, building digital communities and assets of value to their organisations. Relationships and influence that are critical for survival in a COVID world.
What happens with a leader’s digital assets when they leave?
How does any leader ‘pass on’ their digital brand equity to their successor, giving them a vital head start in today’s climate?
If you or your leaders are already using social media strategically, that’s a huge step.
If you haven’t yet considered the end game and how those digital brand assets will transition, that’s a huge risk.
No one’s talking about digital succession planning for leadership. Boards, leaders and anyone managing their organisation’s reputation must start talking about it now.
The first step towards progress is to put it on the table.
(Kudos Gapingvoid Culture Design Group for the image – love your work!)
