I'm developing my second to take over my position in in the next 6-9 months. We've begun discussing one one ones and have covered the MT materials, but experience is of course the best teacher.
I don't really think it's appropriate for her to conduct her own until she's formally given the position, and sitting in on an O3 seems to go against the personal/intimate spirit of the exercise. So far, I can only think of her doing an O3 with me or starting her own 'light' O3s with the staff a few months in advance of the transition.
Does anyone have any ideas on how I can help her to get some experience with O3s before she jumps into the thick of things? Thanks!
Wait until you formally announce the transition
Wait until the decision is actually made. It is horrible for directs to serve 2 bosses. You have already trained her how to do O3s your way and she has to develop her own style. Wait until the promotion is in place and let her go at it then. She should role it out as if the O3s had not been done at all. Send out the email, have people sign up, develop her own routine.
If you can assign a project
If you can assign a project to her, then you can have her do PM O3s as part of her role as the Project Leader. They are not the same a regular O3, but a start in the right direction
Thanks JB, that sounds
Thanks JB, that sounds like a great way for her to get her feet wet.
I would be careful with PM O3s
Unless the people already report to her, they have no obligation to do O3s. Doing O3s is primarily to develop relationships with your directs. PM O3s is definitely not where I would start. And if they are already her directs, why isn't she already doing O3s with them? If you are doing regular O3s with her, she knows the drill.
You Already Have
I think about how much training I had before I started O3s. It was just the podcast and a feeling of how different meetings with people had gone. I've never been a direct in a Manager Tools O3. I did okay with it and I'm sure your direct will be fine as well.
You've already reviewed the Manager Tools O3. She has experienced them first hand from the O3s you do with her.
If you're still going to be available during the transition period for when she takes over, establish a point where she will assume the O3s for the group. Use the coaching model for her assuming the O3s according to the Rolling Out the Trinity recommendations. Have her draft the e-mail she will send out for you to review at your next O3. Have her establish the time slots that work in her schedule for when the group will meet with her. If you're still holding O3s with her after she assumes the role and starts her O3s, have her report on the success or failure of them.
I think in the end you together pick a date, delegate the responsibility, give her the reins, and watch. I've always been surprised and a bit embarassed at how much better my directs do my job than I do. I learn a lot from watching them succeed in new responsibilities.
Jack
Colorado Springs