I'm in a special situation where I'm moving on and unfortunately my org does not seem to have their ducks in a row for my exit, and it falls to me to try to ease things as much as possible. This is a long and involved story so just to keep things BLUFF, does anyone have any guidance on what steps I should take / package I should prepare under the following circumstances:
- my successor has not been identified, the structure of the org is small and very flat, all non-management staff (8) report to me. All management (4 + me) reports to my boss
- This was a known event coming up: 3 months discussed with the boss, this is a package that became official last week (Jan 8th)
- My boss has asked me not to make an announcement yet; he's asked for until Jan 22 to line things up
- no-one knows officially, not my peers or my directs
- My last day is Feb 27
My concern is based on giving my directs as much time as possible to adjust and step up to the situation. I have submitted my proposed successor, there's acknowledgment that she is the person most prepared from a company/finance understanding but not quite ready to step into the leadership component. Also acknowledged is that none of the other managers are positioned to take a sideways step (influence/staff management chops). Most likely outcome is that all would report to my boss and have a completely flat org - don't want to sound overinflated but this is not an ideal situation.
Lacking any good direction, and frankly with my perception that another week is a long way off only to find out there's no resolution, I've started to delegate some of daily functions to my key directs, and bringing them in the room on my higher functions of my own accord. I'm using career coaching to explain it to my peers as this is not uncommon for me to do, but not to this level and my "chosen" is sharp and I believe she knows without our having discussed it.
Looking forward to your learned input,