Planting Trees You May Never Sit Under: A Reflection on Succession Planning

In 1854, William Ferguson planted an avenue of oak trees in Melbourne. Oaks are slow growers. They take decades before their branches spread wide enough to give shade. Ferguson knew he wouldn't live that long to see them at their best, but he planted them anyway. Today, generations walk under those beautiful canopies, never thinking about the man who imagined a future they would enjoy.

That image captures the heart of succession. Leadership, by nature, keeps shifting, it shifts as businesses grow, diversify, and often to pursue new opportunities. Yet many organizations still evade preparing for what comes next. The subject feels uncomfortable, almost like acknowledging change before it arrives. But the truth is clear, leaders and organizations evolve, sometimes through expansion, sometimes through new directions, and yes, sometimes through retirements or unforeseen circumstances. Without a thoughtful plan, the values and rhythm of the organization risk disruption, and everyone involved feels the strain.

Succession is not just a replacement exercise: one leader out, another leader in. In truth, it is much wider in scope. It's more about preparing the company and its people to grow and adapt, ensuring there are custodians who preserve its true values, and continue preparing talent to rise as the organization ventures into emerging markets or innovations. Succession is not only about filling a chair, it's more about ensuring the organization doesn't lose its rhythm, identity, or ambition when leadership or its priorities shift.

When succession is ignored, the risks multiply. Knowledge disappears, teams hesitate, and core values weaken. Promising teammates start looking elsewhere because they don't see a path forward. Growth stalls, not just in performance but in confidence. The foundation built over years can be undone overnight.

Succession planning is the antidote, but not the rigid version with a single name in an envelope. True succession is a culture where leadership is nurtured at every level of the organization. Which would look like giving deserving employees stretch roles, mentoring them, and letting them own projects where the stakes are primarily low. It preserves what is vital, the culture, the trust, the sense of purpose, while also equipping the organization to grow into its next phase.

Strong transitions often look effortless. A new leader steps in, and the organization keeps moving forward - not just maintaining but adapting, sometimes even thriving. That's not just luck. It's years of quiet preparation, shared knowledge, and trust. Values stay intact, strategies evolve, and the organization builds the confidence to keep expanding.

Every leader eventually shifts focus in some form or shape, sometimes toward bigger responsibilities or newer opportunities. What matters is not just who steps into the leadership role next, but what continues to endure, the people's development, the cultural foundation of the organization, the values upheld, and the organization's capacity to grow. Like Ferguson's oaks, succession planning may be invisible in the moment, but its impact is unmistakable for those who come after.