I had finally made the big decision. I decided to leave my corporate employment and set out on my own as a speaker|coach. Granted, I made the announcement in front of 200 of my best speaker friends, but accountability was key for me.
When I returned to work after making my decision, I had assumed that I would be given a "That is great, pack up your stuff." response. I was surprised to be asked to train everyone in my group on my position (the challenge of being a subject matter expert). While I was stunned, I realized that the benefits of bridge-building were enormous for both my employer and me.
Though leaving some coworkers behind can be a relief; they are the exception and not the rule. You will want to make your former associates’ lives smoother by cleaning out those files, updating documentation and sharing information. You will want that glowing recommendation, a future consulting job, or, that change you are making may not end up working out, and you might want to return, or
The following are ways to ensure that you leave a lasting legacy:
1. Follow up on all current projects. Following up should be the first step in your transition. If projects are active, make sure that the new manager understands the status, the goals and the team. Ensure that all project documentation is appropriately stored according to company policy, file all emails and make certain that all roles are clearly defined. I found that following up on my active projects allowed me the time to focus on time sensitive items for my transition.
2. Volunteer to train your successors. My position was one that had very specific responsibilities that no one else in my group performed. I was asked to do some training for those responsibilities. Training is good for your replacement and can be cathartic. For instance, project files will be notated and stored in the proper manner. Providing training will provide closure for you and a great benefit for others.
3. Thank your mentors, sponsors, and coaches. A simple thank-you is always deeply appreciated by those who have guided you through your career. Before you leave, take the time to verbally express your appreciation for what the person has done you: their help, guidance and their occasional push into areas you did not feel comfortable going. Remind them, and yourself, that their support is very much valued. My mentors were pleased by mygratitude and happy that I was moving on to a more challenging role.
4. Continue focusing on your job until the second you leave. Nothing is more frustrating for an office staff than working with someone who has “short-timers disease.” For the time that you have committed to facilitating your transition, you should to focus on your current job. On my last day, a previously scheduled conference call kept me in the office and on the (old) job until the last few minutes of the day. Dedication and striving for excellence does not end when you move on; in fact, your drive should be stronger.
5. Exercise the Power of No. My new position had a specific start date. As I began the transition, I was asked to stay longer than expected. . In some situations, my new role allowed me to finish up the work, but in others, I had to say no. If asked to stay longer to facilitate the transition, do what is best for the company, your family and yourself. Set limits for yourself and your supervisor. Occasionally, you will be asked to perform tasks that are not part of your job responsibility. Agree to only accept additional work if it can be done in the timeframe you expect to stay.
6. Keep valued contacts and Update All Professional Profiles. I found that LinkedIn was an excellent means to stay in contact and let her network know about her promotion.I made updates to my LinkedIn professional profile.
Taking the steps listed above will help smooth the transition to your new position. Leaving a position on your own terms, often allows you to have closure when you move to your next endeavor. For some people, the typical two weeks allows closure, for others the transition can take months often completing one set of projects in the former position while beginning the new one. Do what you can to leave a legacy that helps the next person to succeed with theirs.
ABOUT THE AUTHOR
Kimberly Myers is a speaking coach, speaker and trainer with more than forty years of experience. She is an alumni member of Pi Kappa Delta, an honor society for public speaking and debate, a Certified World Class Speaking Coach, and the District Governor for District 22 Toastmasters International. Annually, she volunteers time to judging National Qualifying Tournaments for the National Forensics League. For more information on Kim’s coaching and training programs, please visit www.yourlegacyspeaks.org.
