Good morning, Team! It’s Friday!

With even the best succession plans, things don’t always go exactly the way we thought they would.

And when leadership changes in an organization, one thing is certain: there will be transition.

The question is what happens next.

Handled well, transition can become transformation. Handled poorly, it can create uncertainty, frustration and momentum in the wrong direction.

So what can leaders do to improve the odds that a transition becomes a positive transformation?

Three ideas come to mind from three leadership thinkers I respect.

Peter Drucker reminds us that succession isn’t ultimately about replacing a person. It’s about preparing the organization to succeed beyond that person.

Ken Blanchard teaches us that leadership has to be situational. During transition, people don’t all need the same thing. Some need direction. Some need reassurance. Others need the freedom to lead.

Patrick Lencioni puts a premium on organizational health and a cohesive leadership team. During change, trust, healthy conflict and alignment matter even more. When leaders are pulling in the same direction, organizations are better equipped to navigate uncertainty.

As I enter the 9th inning of my full-time professional career, I’ve been fortunate to leverage some of my own transformational experiences. I’ve been entrusted to support leaders, leadership teams and companies as they navigate their future and find success amidst the endless challenges that come their way.

The combination of personalities, leadership styles, situations and opportunities is incredibly exciting. And when a transition becomes something bigger—when people, teams and organizations emerge stronger—the outcome is as rewarding as it gets.

Transition is inevitable.

Transformation is a choice.

Here comes the next stampede!

Have a blessed weekend!

Eric