Succession Doesn’t Mean the Creation of a “Clone”
When a long-standing leader steps aside, it’s tempting to look for someone who feels just like them. The same drive, the same instincts, the same voice. But true succession isn’t about cloning a founder — it’s about evolving the business while preserving its essence.
Too often, organisations mistake continuity for sameness. They seek familiarity because it feels safe. Yet the best successors don’t replicate the past; they reinterpret it for the future. They respect the legacy, but they bring their own insight, language, and leadership energy.
The transition between leaders is one of the most emotionally charged moments in any business. For the outgoing leader, it can trigger a sense of loss — of purpose, relevance, or identity. For the incoming leader, it can be a tightrope walk between reverence and reinvention. And for the wider team, it can create uncertainty about whose values and direction to follow.
What bridges these emotions is clarity — clarity about what must endure, and what must change. In my work with founders and leadership teams, I encourage them to explore three questions early in the process:
What are the non-negotiables of this organisation’s DNA?
(Values, ethics, client promises — the “soul” of the business.)Where do we need new energy or perspective?
(Market shifts, culture refresh, or leadership style evolution.)What story do we want to tell about this transition?
(Is it a baton-passing, a transformation, or a renewal?)
Successful succession is less about replacement and more about resonance. The aim is not to replicate leadership, but to renew it — to ensure the business grows stronger in new hands.
If you’re preparing for a leadership change — whether as a founder, board, or senior leader — start with an honest look at what your business truly needs next. My downloadable Leadership Transition Map can help you identify where you are in the process, what conversations still need to happen, and how to prepare both people and culture for the change ahead.
Because when done well, succession doesn’t erase the past — it gives it a future.
