In the past few days we have seen an immense ending as HM Queen Elizabeth II’s 70 years of extraordinary service came to an end. The baton and responsibility have passed to her son and heir, taking us into a new era.
So far we have witnessed much continuity with activation of centuries old processes and protocols in the transfer of ‘power’. And there have been subtle differences too. Whilst the Royal walkabout isn’t new it has perhaps evolved to something closer up to the people, drawing on learning from the past.
Of course there is some useful learning for leaders and organisations in this enforced change in the leadership of the ‘Firm’ and our constitutional matters.
We have witnessed one of the longest (the longest?) succession planning processes in history. But that’s not the key point. What matters is there was a plan. Too often as organisations we neglect to put the work in here at all levels of leadership.
We have seen only subtle changes and though these may become more obvious often in organisations what has gone before is erased entirely, replaced by the vision and agenda of the new leader.
At times this is needed but we still need to consider how we integrate the best of the past rather than just dumping it especially as so many of our people will have invested tirelessly in that past.
Transitioning from one era to another is tricky, whether we are taking on a role, team or organisation. Listening deeply to our people, considering and integrating the best of what’s gone before and treading lightly with the change we want to bring will ensure we honour rather than disrespect the past and help us create a positive and inspiring new beginning.