If you’ve ever watched the HBO hit series Succession, you might think that taking over from a long-time leader is a chaotic affair, riddled with conflict and power struggles. However, in reality, succession planning—especially for roles like fleet manager—can be straightforward and incredibly beneficial for both the organisation and the successor.
The Importance of Succession Planning in Fleet Management
Succession planning is all about ensuring that key roles within an organisation can be filled effectively when a current post holder leaves or changes roles. According to Steve George, digital learning portfolio manager at CIPD, “In a climate of enduring skills shortages, interest in succession planning has revived.” This is especially pertinent in the fleet sector, where continuity is crucial.
Paul Hollick, chair of the Association of Fleet Professionals (AFP), notes that while fleet objectives may be similar—such as improving safety and reducing costs—the daily operations can differ significantly. Bringing in an external fleet decision-maker can create challenges in understanding existing operations and building relationships with suppliers and internal stakeholders.
Key Benefits of Internal Succession
- Familiarity: An internal candidate already knows the operational strategies and relationships with suppliers, making the transition smoother.
- Continuity: Internal succession helps maintain business continuity during unforeseen events, such as illness or sudden departures.
- Leadership Development: Preparing someone internally creates a more engaged and capable workforce.
Quality Leadership and the Single Point of Failure
“Having a succession plan is an important element of good quality leadership,” says Hollick. Quality leaders know they won’t always be available, whether due to holidays or other commitments. It’s essential that their teams can handle fleet issues in their absence.
- No Single Point of Failure: Avoid becoming the only person who can manage fleet operations.
- Empowering Teams: Develop your team members so they can step up when needed.
Learning from Experience
Steve Winter, former head of fleet at British Gas, shares the advantages he gained from succession planning. He was guided by his predecessor, Colin Marriott, who helped him develop essential skills:
- Business Case Preparation: Learning how to construct a business case and present it effectively.
- Navigating Politics: Understanding the intricacies of communication within the organisation.
Winter emphasizes that his gradual exposure to leadership tasks prepared him for a smooth transition. He wasn’t just Colin’s right-hand person; he was being groomed for the role.
Selection Process: Who’s Right for the Job?
Succession planning can involve both informal and formal selection methods. Steve George points out that while competencies can be assessed, they may not fully capture the leadership potential necessary for future success.
When identifying candidates for succession planning, consider:
- Operational Competence: Is the individual good with daily fleet operations?
- Communication Skills: Can they effectively engage with various stakeholders?
- Visionary Thinking: Are they considering long-term strategies?
Building Relationships is Key
As Winter highlights, building relationships is critical in a succession context. When assessing potential successors, it’s essential to gauge:
- Cultural Fit: Do they align with the company’s values?
- Complementary Skills: Can their strengths balance out your weaknesses?
An ideal successor should be familiar with operational tasks while also developing the strategic vision required for the role.
Timing Matters: When to Start Succession Planning
It’s never too early to begin succession planning. Paul Hollick asserts that fleet managers should start preparing their teams for future roles regardless of their current retirement timelines.
Why Start Now?
- Anticipate Changes: Succession planning isn’t just for impending retirements.
- Build a Strong Team: Investing in your team’s development ensures that you’re ready for any eventuality.
Conclusion: The Value of Succession Planning
Building a fleet manager succession plan is essential for the long-term success and stability of your fleet operations. It allows for smoother transitions, better leadership continuity, and a more engaged team. By preparing internal candidates, you can avoid the chaos often associated with leadership changes, ensuring that your fleet operations continue to thrive.
The time to start is now. Invest in your team’s development and create a plan that benefits everyone involved.
