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Define the future role
Describe the decisions the leader must make, the relationships they must hold and the outcomes for which they will be accountable. Use the business's future direction rather than copying the current leader's habits. Separate essential capabilities from tasks that could be delegated or redesigned.
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Use evidence of readiness
For each capability, identify an observed example and the remaining gap. Running an established process is different from making a difficult trade-off under uncertainty. Give the potential successor relevant assignments within agreed authority and review the decisions made. Ask what coaching, exposure or specialist support would help.
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Transfer authority deliberately
A successor cannot be accountable while every consequential choice returns informally to the outgoing leader. Agree decision boundaries, escalation routes and the continuing role of that leader. Plan introductions to key customers, advisers and staff. Review the handover using evidence of decision quality and continuity, not just elapsed time.
Use this in your business
Build a role-readiness matrix
- Commercial judgement: example observed, gap and next assignment.
- People leadership: evidence of difficult conversations and team decisions.
- Financial understanding: ability to explain performance and assumptions.
- External relationships: contacts to transfer and introductions required.
- Authority: decisions moving now, decisions retained and review date.
Illustrative example
What this could look like
A future general manager can run weekly operations but has not led annual planning. Give them responsibility for developing options and recommending priorities, with support and a clear approval route. That provides better evidence of readiness than simply extending the time they spend shadowing.
Your next move
Bring the decision into focus.
Pivot Point's succession and governance services address leadership transition and decision rights. Start with the role, likely successor and decisions that still depend on the outgoing leader.
Start a conversation Meet the advisory teamThis guide is general preparation information. Advice on legal, tax and financial consequences needs to reflect your circumstances.