Sacrificial transitions equal successful successions because predecessors pay the greater price in sacrificing their leadership for successor success. Three crucial phases are preparing sacrificial successors, handing over leadership mid-tenure then staying on post-succession as successor advocate.

2. 7Keys to Successful
Succession
1. Overturn Orders
2. Ready Replacements
3. Expose Egos
4. Open Oversight
5. Calm Conflict
6. Avoid Authoritarianism
7. Sacrifice Successionally

3. Why sacrificial succession?
 Too many selfishly motivated successors dominate (Harrison, 1999)
 Professionally managed successions are no solution (Garman, 2004)
 Not enough outgoing leaders stay on as advocates (Sonnenfeld, 2004)

4. What is sacrificial succession?
Incumbent sacrifices leadership early for
successor
Succession occurs sacrificially mid-tenure
Outgoing leader supports successors

5. How incumbents sacrificially
succeed
 Prepare sacrificial successors pre-succession
 Sacrifice leadership mid-tenure for successor
 Remain post-succession as successor advocate

6. How successors sacrificially succeed
Serve others without expectation of advancement
Sacrifice for others through leadership position
Ensure self-sacrifice outweighs other's sacrifice

7. Three-Phase Sacrificial Transition
 Pre-Succession: Preparation of sacrificial successors
 Succession Event: Sacrificial handover of leadership
 Post-Succession: Advocacy for next generation

8. Sacrificial Succession Themes
 Everything learned by predecessor is shared with successor
 Incumbent sacrificially lays down leadership for successor
 Predecessor acts as advocate and advisor for success

9. Become a Sacrificial Successor
 Practical projects for your next succession
 Seminars, small group and team training
 Personal advice and assistance
Contact
PaulRattray@CVC.tv
www.sacrificialsuccession.com
http://www.scribd.com/doc/133543006/7Keys-to-Successful-
Succession

10. References
 Harrison, J. S. & Fiet, J. O. (1999), “New CEOs Pursue Their Own Self-
Interests by Sacrificing Stakeholder Value”, Journal of Business Ethics
19: 301–308.
 Garman, A. N. & Glawe, J. (2004), “Succession Planning”, Consulting
Psychology Journal: Practice and Research, Volume 56 (2): 119-125.
 Sonnenfeld, J. (2004), “Good governance and the misleading myths of
bad metrics”, Academy of Management Executive”, Vol. 18 (1): 108-113.
 Rattray, P. (2013), "7Keys to Successful Succession", online e-book
www.sacrificialsuccession.com