Succession Planning and the Coaching Tree
Having been both an on-air talent and a Program Director, I have a unique perspective on talent development. As much as I enjoyed my on-air role in sports radio, the real excitement for me has been in two areas of focus, coaching and programming. In previous blogs, we have talked about the importance of talent coaching and the difference it can make. At the same time, our business needs programmers who know how to coach and make a difference with their teams.
Part of my experience as a programmer has included developing content around NFL teams. In the NFL, the great coaches are highly skilled at developing teams that can win big games. But they are also highly successful in building future leaders. One is only as good as the people he/she surrounds themselves with.
Let me ask you this question. What do the following head coaches in the NFL have in common?
- Sean McDermott – Buffalo Bills
- John Harbaugh – Baltimore Ravens
- Ron Rivera – Washington Commanders
- Todd Bowles – Tampa Bay Buccaneers
- Doug Pederson – Jacksonville Jaguars
All the above current active coaches are part of the coaching tree of Kansas City Chiefs head coach Andy Reid. There are others who have also coached with other teams. This says volumes about the impact that Reid has had on others. It is no coincidence that so many talented coaches have achieved success in Reid’s system.
How does this apply to content development? To me, being a Program Director is a subjective process. Much like a football coach, every programmer has a playbook. Over the years, my approach has evolved and become more sophisticated. Much of what I used as a content leader/coach is based on what I have learned from some remarkable leaders in the radio industry. Whether a General Manager, a consultant, or PD’s I worked with there are always learning opportunities. With all that experience I learned about teamwork and collaboration. It is all about building a culture that empowers everyone to contribute to the organization.
When you develop coaches internally, two different things may happen.
First, when someone decides to part ways with the company, you automatically have great candidates for the open position. If you have been developing coaches internally, there is someone who already understands the content playbook and the transition can be very smooth. I had a situation along those lines a couple of years ago, and when the Assistant PD that we were working with decided to move on, it was great to be able to promote from within with someone who already understood the position and our content.
Second, when you develop leadership internally, there is an eventual desire by many to elevate their career to the next level. This is part of the process, which is why there must always be a system of succession planning, to make sure that the organization continues to achieve their goals despite employee turnover.
Nothing gets me more excited than to see someone I have worked with develop into a leader of other organizations. There are many I have collaborated with that have evolved, and what is outstanding is with their success they will help others get to the next level of achievement. Take the time to build up the confidence level of those you work with. Get them ready to take on more responsibility. Coach your coaches on how to communicate and make an impact on others. Our industry needs a new generation of coaches that have a playbook of their own.
Key Take-Aways
- Surround yourself with people who could replace you.
- Every programmer has a playbook that evolves over time. Share your wisdom with others so your organization can succeed.
- Developing coaches internally helps in succession planning.
- This is an ongoing process as there is always the scenario where a value leader moves on to another opportunity.
- Build the confidence level of those you work with. For the long term, this is about a new generation of coaches for the future!
