In leadership, “passing the baton” is a pivotal moment where one leader steps aside for another to continue the journey. This transition ensures organizational vitality and innovation. However, many leaders struggle with this change. The challenges of leadership transitions are psychological and organizational – both.

Leadership often becomes deeply rooted in one’s identity. The longer a person holds a position of authority, the more entwined their self-concept becomes with their role. This attachment creates a psychological bond that makes relinquishing power feel like losing a significant part of oneself.

1. Fear of Obsolescence: Leaders fear becoming irrelevant once they leave their positions. The perceived loss of status, control, and recognition can be daunting, and the familiar structure of their role has often been a source of security and purpose.
2. Loss of Influence: Influence is a hallmark of leadership. When stepping aside, many leaders dread the reduction of their sphere of influence, transitioning from decision-makers to mere advisors.
3. Incomplete Legacy: Leaders often have a vision they hope to fulfil during their tenure. An unfinished agenda leaves them worried that their legacy may not reflect their ambitions, or that their successors might take the organization in a different direction.
4. Lack of Personal Planning: Many leaders immerse themselves entirely in their roles and do not plan their next steps in their life. The sudden void created by their departure can be intimidating, as stepping aside may feel like losing one’s purpose and direction without a clear plan.

Apart from personal challenges, there are organizational reasons why leaders struggle to pass the Baton.

1. Lack of Succession Planning: Without a structured succession plan, leaders are uncertain about their successor’s readiness. They might worry that the incoming leader will not be able to maintain the organization’s trajectory or handle internal and external relationships.

Leadership is not about being in charge. It is about taking care of those in your charge.

Simon Sinek

2. Organizational Dependency: Some leaders have cultivated an organization heavily reliant on their personal influence, believing that the entire structure would falter without them. They see themselves as indispensable, reinforcing the notion that stepping aside is detrimental.
3. Fear of Change: Leadership transitions often bring cultural and strategic shifts. Employees accustomed to the current leader’s style might resist the new direction, further complicating the departure process.

The Role of Ikigai in Leadership Transition

Ikigai is a Japanese concept referring to one’s “reason for being.” It lies at the intersection of what you love, what you are good at, what the world needs, and what you can be paid for. Understanding one’s ikigai can help leaders find fulfilment beyond their current roles, allowing them to pass the Baton more smoothly.

1. Purpose Beyond Work: By understanding ikigai, leaders can find meaningful pursuits beyond work that align with their passions and talents.
2. A Focus on Legacy: Leaders can build a sustainable legacy by empowering successors to carry on the organization’s mission. A leader’s greatest legacy is in inspiring others to lead.

A leader’s lasting value is measured by succession

John Maxwell

3. Psychological Preparation: Viewing leadership as a temporary stewardship rather than a lifelong title helps create a healthier mindset. Leaders should recognize that by passing the Baton, their legacy can grow through change. Kahlil Gibran said,

Yesterday is but today’s memory, and tomorrow is today’s dream.

3. A Supportive Culture: Fostering a culture that values leadership transitions ensure smoother changes. Collaboration over competition makes outgoing leaders feel less threatened and more encouraged to pass the baton.

Passing the baton is not a sign of defeat but of progress and growth. Leaders should view the transition as a chance to fulfil their duty by empowering the organization to thrive without them while finding their ikigai in new pursuits. By connecting with ikigai, leaders can step aside gracefully, knowing their legacy continues through an evolving story.