Prepare successors now to protect your legacy and sustain momentum

When I started leading a small eight-person team decades ago, I was focused on growing our impact by working harder and smarter. I never thought about who would succeed me—until I realized one Monday morning that three of my senior colleagues would retire within two years. Panic set in. I knew we needed a plan or many of our initiatives would be at risk.

That week I invited two emerging leaders for coffee and asked them about their ambitions. One said she loved training new staff; the other thrived on organizing volunteer events. I sketched out a three-month mentor plan tailored to each: job shadowing days, monthly skill workshops, and weekly coaching calls. We set clear goals—above all, to stretch them outside their comfort zones.

As the weeks passed, I saw both young leaders transform. The trainer-in-waiting stepped up to onboard five new hires with confidence; the volunteer organizer managed logistical roadblocks like a seasoned pro. Every progress check ended with our team celebrating small victories—first-ever presentations delivered, event budgets balanced. The excitement was contagious.

When I finally announced my own transition, the board and the entire organization felt assured that we were in good hands. No one skipped a beat. My hard work investing in their growth paid off: the momentum we’d built accelerated, and the company continued expanding globally. I’ve repeated that success ever since—pass the baton with purpose, and you keep the race alive.

Start by picking two colleagues who show curiosity and drive, then design a three-month mentorship roadmap with clear weekly objectives. Schedule biweekly check-ins to debrief what worked and where they stumbled, and publicly recognize every small win—from leading a meeting to solving a tough problem. By investing focused time, you’ll not only multiply your impact but also build a legacy that propels the team forward long after you step aside.