Sometimes, you experience the ‘student surpasses teacher’ moment when the 4th degree black belt takes over the school from the sensei. While this example takes years, the delivery of insight and knowledge between most teachers and students happens more quickly. And it isn’t like flipping a light switch. Preferably, the apprentice is identified early, and a career plan is crafted.
It’s about generational succession. We all have a window of relevance. Whatever our expertise, part of our ethical responsibility is to deliver it forward to society’s youth. That’s why we harness coaching, supervision, mentorships, practicums, and career development plans to shape future leaders.
Succession planning doesn’t need to wait until the retirement party save-the-date. The sooner the better. Once you reach mid-career, there will always be a pool of talent twenty years younger than you who are eager to get under your wing. In two decades, they’ll be selecting their successors. Twenty years later, another cycle.
If you are among the esteemed members of your profession, plan your fall. Finish your career path with generosity. Find a protégé. Transition your priorities from input to output. Cull the best of your accrued knowledge and make it a gift to the best next version of you.
Pass it on.
