Readiness Markers for Succession of Emerging Leaders

By Keith Yoder

Markers of readiness for succession in emerging leaders with desired indicators of actions, decisions and behavior include the following:

• Demonstrates consistent and constant strong character and integrity under pressure
• Articulates and honors enduring values of the organization and the movement
• Teachable, curious and devoted to quick and continual learning
• Identifies, assesses, understands, and effectively works through his or her own emotions as well as the emotions of others: that is, displays healthy emotional intelligence
• Works heartily for God without desiring to be noticed by people
• Connects with a diverse group to work on complex issues
• Focuses on others in teamwork, achieving goals together, and developing others
• Shapes the environment and advances the mission of the organization in specific responsibilities throughout the organization
• Views actions and decisions in a broader context inside and outside of the organization
• Demonstrates solid thinking skills by taking what is seen in the “big picture,” what has been learned intellectually, experientially, and biblically and applying it to practical and actionable plans; thinks ahead
• Demonstrates “business savvy” by seeing the total picture of the organization, how the various parts need to come together to accomplish the mission and the financial objectives of the organization
• Biased toward action by knowing when to stop planning and to start implementing

For more descriptions on many of the above readiness factors, see Russ Crosson. What Makes a Leader Great, Harvest House, 2014.

Hear more about lid-lifting leadership in episode 11 of the Larry Kreider Leadership Podcast, “Duane Britton on How to Be a Lid-Lifting Leader.”