Day 19 – Grow Leaders Below You: Coaching for Succession

What’s Your Leadership Legacy Going to Be?

You’re leading your team, hitting goals, and keeping things on track—but what happens when you move up or move on? Will your team crumble, or will they step up because you’ve prepared them to lead? If you’re a first-line or mid-level leader, you’ve probably thought about your legacy.

The best leaders don’t just manage—they grow the next generation of leaders through coaching.

Why Succession Is the Ultimate Leadership Win

Welcome to Day 19 of Coaching Corner Daily! Today, we’re diving into how coaching can help you grow leaders below you, ensuring your team’s success long after you’ve stepped away. Succession isn’t just about filling your shoes—it’s about building a pipeline of talent ready to take on bigger roles. Whether you’re leading a tech squad or a retail crew, these three steps will help you coach your team into future leaders, starting now.

Three Steps to Coach for Succession

1. Spot Potential and Nurture It

Every team has hidden leaders—you just need to find them. Look for those who take initiative, solve problems, or rally others. Then coach them with questions like: “What’s one leadership skill you’d like to grow?” Imagine a customer service rep who’s great at calming upset clients. You ask, and they say they want to get better at delegating. You give them a small team task to lead, guiding them along the way. A 2022 Deloitte study found that organizations with strong succession plans are 50% more likely to outperform competitors. Spotting potential isn’t enough—coaching it is key.

2. Delegate with Development in Mind

Delegation isn’t just about offloading work—it’s about growing skills. Hand over tasks that stretch their leadership muscle, and ask: “How would you lead this if you were in my role?” Picture a warehouse team member who’s good at organizing. You delegate a shift schedule project, asking, “How would you make sure everyone’s on board?” They step up, manage conflicts, and learn to lead. It’s not about dumping work—it’s about building capability. Harvard Business Review notes that developmental delegation boosts leadership readiness by 30%. It’s a win for them and you.

3. Mentor Through Feedback

Future leaders need feedback to grow, but not the “you’re doing it wrong” kind. Coaching feedback is about growth: “What went well here?” or “What’s one thing you’d do differently?” Say a junior analyst on a finance team leads a small project. You ask, “What did you learn from this?” They reflect, realize they need to communicate better, and you coach them on how. That loop builds confidence and skills. Consistent feedback through coaching can increase leadership potential by 25%, per a 2021 Gallup study. It’s not criticism—it’s a roadmap.

Your 5-Minute Succession Challenge

Take five minutes today to identify one team member with leadership potential. Ask: “What’s one leadership task you’d like to try?” Then delegate a small responsibility—like leading a meeting or a mini-project—and commit to giving them feedback after. It’s a quick way to start growing a future leader.

Tomorrow, Day 20: “Your Coaching Toolkit: Must-Haves for Everyday Wins.” Because growing leaders is just the start—let’s wrap up with the essentials you need to coach like a pro. See you then!

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Much appreciated!

Dr. Kartik Bhavsar, “Coach KB”