4 Reasons to Groom Your Replacement

Gone are the days when hoarding information equaled job security. Not that it ever did, but there were enough people who thought this to be true and adopted that practice. What managers don't realize is that they create their own holding cell and may get passed over for stretch assignments or promotions because they are "needed" to manage the operation. In my estimation, what they were actually accomplishing was building the case that they did not have the potential to go any further. 

You build value for your organization by setting it up to succeed, with or without you, and the success comes in the form of the capabilities you exhibit and the brand that you create. The old mentality of hoarding information makes you look ineffective, unwilling to communicate or delegate, and lacking the necessary skills to develop employees, to name a few. In essence, this is not the profile of a leader, and never will be. There has to be a mental shift to comprehend that job security is really about providing value to others and the organization.

Why is it important to groom your replacement? I'll give you 4 main reasons that will change your career:

1. Developing your team to operate with a level of autonomy provides a successful foundation for employees and the business.
2. Investing in an employee who can replace you illustrates your leadership and you earn their loyalty.
3. Building a stable operation that runs smoothly in your absence, gives you the freedom to work on other projects and develop new skills.
4. Demonstrating your understanding of business continuity, also showcases your potential to advance in the organization.

By grooming your replacement, you build leaders. And not only do you build leaders, but you also build a reputation that attracts talent. Employees want to work for managers who support skills development and partner with them to provide strategic opportunities for career advancement. As you prove your ability to lead and develop others, you also prove your competence in people development, a company's most important capital - human capital. In some companies, demonstrated potential is enough to gain more responsibility and even a new opportunity. Nevertheless, don't forget to utilize strategic networking to share your accomplishments and desire to progress with the organization. If you don't have staff responsibilities yet but aspire to be a manager, the same advice holds true. At the end of the day, everyone will know who delivers results, especially if you make it part of your brand.

Have you ever had a manager who invested in you? If so, what did that do for your career? Join the discussion and let others learn from you.