5 Lessons for Leaders in the Pope’s Resignation

February 10, 2013, by HR à la carte | Performance Management

This morning Pope Benedict announced to the surprise of the worldwide Catholic community that he is resigning as pope effective February 28, 2013.  This is the first time a pope has resigned in over 600 years.  In listening to talk radio this morning, one of the guest speakers mentioned that the role of pope has changed dramatically over the past 50 years or so; more is required, such as the expectations of extensive travel.  It has also been noted in numerous articles that Pope Benedict was one of the oldest popes to be elected into the position at 78 years old.   He made the selfless decision to step down explaining “I have come to the certainty that my strengths, due to an advanced age, are no longer suited to an adequate exercise of the Petrine ministry”.¹  Here are 5 lessons for leaders from Pope Benedict’s example.

1. Put the needs of the organization ahead of your own ego. 

This is particularly true for owners of startups and entrepreneurs.  Sometimes the builder is not the best person to continue leading the organization.  However, entrepreneurs often have a hard time letting go and end up stifling the very organization they’ve created. 

2. Surround yourself with advisors you trust.

These people will know what your blind spots are and be able to share that information with you, guiding you where you need it most.  If you surround yourself with a bunch of “yes” people you will only ever get a distorted view of your skills and abilities. 

3. When in doubt, go with your gut.

You became successful for a reason; entrepreneurs are risk takers and often go with a gut feel when starting up their businesses.  Keep listening to your gut instincts as your business continues to grow and thrive.  You will be in a better position to know when it is time to move on.

4. Have a succession plan in place.

Or at the very least the mechanism of determining who your successor will be, as in the case of the papacy.  Even if you know that passing the reins on to another leader is the right decision for your business, if you haven’t already put in place a succession plan, it will delay your ability to move on. 

5. Provide your organization with adequate notice.

Only you will know how much notice you will need to provide.  Depending upon whether you have a succession plan in place or not is a key factor in the length of notice.  Note that Pope Benedict hinted a couple of years ago that the day may come when he no longer felt he was able to adequately fulfill his duties as pope.  Ensure you plant the seed as early as possible and gradually work towards the goal of handing over leadership.

Tell us what you think.  Would you be able to hand over leadership in a similar situation?

¹http://www.cbc.ca/news/world/s...