EX1 The Gap

Succession and team deve

I have been working in my current role since last three years, and now I was in th
together with my team, we have delivered splendid success in the business. H
been instrumental in driving the business to success. I have two challenges - H
and, how to find a good successor who can cont

Current Reality
GAP
Weak team
No successor

EX2 Faction Map

List of Stakeholers
Team members (subordinates) Casualties
Prospective candidates Casualties Human Resources
My boss Authorities Peers in office
HR Opposition
Finance Authorities
Peers in office Opposition
Technical Manager Partners
Logistics Manager Partners
Customers Allies
Business Partners Allies

My boss

EX3 My Adaptive Work

Version 1 : I have two challenges - How to empower and develop my team for future performance; an
by me.

Version 2 : Nitin's team is new and inexperienced. It's very essential that he develops his team well to
the same time, there is a need to identify a good successor for Nitin who
 Version 3 : Iam overly focused on perfection and maintaining deadlines. It result in my constant moni
chance to independentally handle problems and issues. My successor's selection process has got d

EX4 My Experiments

My Adaptive Experiment
ADAPTIVE EXPERIMENT DESIGN
1. What stakeholder of faction do you plan to engage with? - I would engage with my subordinates and
2. What's the key behavior change or "ask" you want your stakeholder to engage in? - I would be askin
3. What do you predict will happen? - I am convinced my team will be able to lead independently soon.
AFTER THE EXPERIMENT (IF YOU WERE ABLE TO DO IT)
When did you implement the experiment?
What happened?
What did you learn from it?
What do you think is your next step to narrow "the gap"? Who would that be with?
on and team development Gap

s, and now I was in the last year of my expatriate assignment. In the last three years,
ss in the business. However, my team is still much under my shadow where I have
ve two challenges - How to empower and develop my team for future performance;
cessor who can continue on the trajectory set by me.

Aspiration
GAP
Strong team
Good succesor

Technical Manager
Logistics Manager
Customers
Business partners

My team members
(subordinates)
Prospective candidates
(my successor)

for future performance; and, how to find a good successor who can continue on the trajectory set
by me.

e develops his team well to ensure business is not affected by untimely exit of team members. At
od successor for Nitin who could take over from him within one year.
 esult in my constant monitoring and instructions to my team. As a result, team is never getting a
election process has got delayed a few times which is not healthy for the business in the region.

with my subordinates and HR. These are the two key stakeholders for me.
gage in? - I would be asking myteam to be more 'empowered' by taking their own decisions, which should be derived on the
lead independently soon. I though, need to work harder for changing the perception of HR.
should be derived on the basis of facts and as per company policies. With HR, I would ask them to change their perception
to change their perception about me and my team.