Top performers are often driven by an internal desire to excel. Awarding them ownership as a gift, rather than an earned opportunity, can replace this powerful intrinsic motivation with a transactional one, potentially diminishing their drive.
The complexity of long-term estate and succession planning often leads to indefinite postponement. A more effective approach is to create a plan based on the business's current state and set a recurring calendar reminder to review and update it every two years.
Dr. Sabrina Starling's team instantly took over her podcast after a personal tragedy, achieving an outcome planned to take 18 months. This reveals that the biggest barriers to delegation are often mental constructs, not practical limitations.
When planning for the business's future without you, prioritize the stability and job security of your team. Confident and secure employees are the best guarantee that your clients will be taken care of, creating a more resilient and sustainable legacy.
Once a task is successfully delegated and handled by a team member, never take it back. Doing so sends a powerful, destructive message: "I don't believe you are competent enough to handle this long-term," undermining their confidence and your leadership.
Top performers' primary need is opportunities for growth, not necessarily promotion. Delegating significant responsibilities forces them to develop new skills and fosters a sense of ownership, which is more valuable than simply clearing your own plate.