Passing It On: Growing Your Future Leaders Read Online Free PDF

that person better than the mentor is.
    The greatest leadership challenge is establishing the priority of selfreplacement. Leaders do not clone others in their own
     image. They help others discover themselves, deploy their own abilities, reach the height of their own capacities and refine
     their unique personalities. Mentoring is not about making a person you—making someone talk like you, act like you, or dress
     in a suit like you. That is not leadership. That is personality worship.
    The greatest leader of all time taught me so much by His attitude. He would say something like this: “If I do not leave you,
     you will not be able to do greater works. But if I leave you, knowing how well I trained you, then you will do greater works
     than I have done.” In other words, a successor should achieve more.
John 14:12 “I tell you the truth, anyone who has faith in me will do what I have been doing. He will do even greater things than these , because I am going to the Father.”
    Succession is the greatest measure of true leadership. Most leaders define success in leadership as what they achieve, but
     if everything dies with them, they are failures. If everything you achieve stops when you stop, you are a failure. We have
     many examples in the world where we can visit relics of old organizations, the building projects that died with the leader.
     Thus, the challenge of true leadership success is to ask, “What will die with you?” The goal of leadership should be to answer
     confidently the question, “What will live after I die?”
    Succession protects the value of history. Succession uses the foundation of history to make history. Succession guarantees
     the value of effort. For example, you work for twenty years building something. If you have a good successor, they will protect
     all the work that you put in. In the absence of proper planning for succession, someone else can tear down something thatyou built for twenty years in twenty minutes. Your successor can just wipe it out.
    Effective succession is the only way to secure desires from the grave. What did that dead person desire? Only succession can
     secure that. Succession is the only way for a leader to live beyond the cemetery. The bottom line is that it does not matter
     how great your leadership was in your lifetime. Will it survive beyond your lifetime is the greater question. The answer lies
     in how well you have prepared the heirs to your domain.

Chapter 3
Secrets of Successful Succession
    T HIRTY YEARS AGO I began the global organization through which I now enjoy the pleasure of helping millions of people around the world to
     improve their lives. I knew from its inception, however, that becoming tied to any position, title, or privilege would hinder
     my ability to move beyond the boundaries of the original organization and ministry. I had to be willing to wear the titles,
     power, benefits, and privileges of my position loosely. I had to remind myself daily that this position could either become
     a trap, tying me to the past, or a springboard, leading to a greater future. I am aware that my pilgrimage on this planet
     is a series of roles, assignments, and responsibilities that are transitional and must never be possessed but passed on.
    This sense of transitional responsibility motivated me to appoint my leadership team at the start of this global vision in
     1980 and to begin to identify the person I could mentor to become my successor. From the beginning, I emphasized that everyone
     had leadership potential and that we were building for the next generation. I constantly kept the future before our staff
     and the organization’s members. I knew that to realize my vision for global reach through the organization that I had the
     privilege to birth and develop, I would need to establish an intentional succession process. This would release me to continue
     building our international structure. Fifteen years after starting the organization and