Operation London Bridge
I have lived my whole life with Queen Elizabeth II as the one and only monarch. Growing up in Canada...as a member of the Commonwealth...she was an ever present figure from being pictured on our currency to being recognized as our head of state.
London Bridge Has Fallen
As I scrolled through what was "trending" on Twitter Thursday morning...I did notice the headline about the Queen's failing health...yet it was something further down that caught my eye..."London Bridge Has Fallen". For a second I thought...wow...the Queen AND London Bridge...on the same day!!?? How can that be??!!
As I dove into the twitter feed...it became apparent that "London Bridge Has Fallen" was code for "The Queen Has Died". It also led to further articles and research about "Operation London Bridge" which has been in place since the 1960s to be enacted upon Elizbeth's passing. Turns out there are also code names and plans for other members of the royal family....but I digress...
I am not sure why it never dawned on me or I ever knew such a plan existed but when you think about the Queen's role...reach and responsibilities...it all makes sense. What also struck me was the detail and thought behind it. It wasn't just a few high level thoughts or direction...everything was contemplated and the order in which it would all take place. I can also imagine this plan could have also been used if the Queen had opted to abdicate rather than wait until her death.
The Importance of Succession Planning
What "Operation London Bridge" caused me to reflect on this week...beyond the loss of one of the most impressive female leaders of my lifetime...was the importance of succession planning. It is my belief that organizations spend lots of time and money addressing disaster recovery...because it somehow seems less personal and abstract. Succession planning on the other hand is a whole other conversation.
No different than "estate planning" …. executives typically find it uncomfortable to talk about being replaced. While we are seeing more "structure" in Corporate America HR organizations forcing executive teams to put names in succession boxes...I'm not sure the planning is all that robust. It's something they can deal with "another day".
Three Things Organizations Can Do
Plan. Lean into the uncomfortable and plan for the transfer of power for your key executives. This should include...process for identifying replacement... communication strategy... and key steps in the first 90 day to ensure continuity within the business
Be Transparent. Talk about how the organization addresses succession planning...even if we aren't talking about names in boxes. This sends a signal that demystifies the process and gives people confidence that the company will continue forward beyond the loss of it's "head of state"
Update. While "Operation London Bridge" was updated 3 times a year...at least once a year would be a good practice to ensure communication...resource and focus.
In Closing...
In most organizations...like with the Queen...we rally behind our leaders. We cannot imagine what the company and culture would be like to have someone else at the helm. While a leadership team may enjoy many years of "reign" to guide the organization through good times and bad...to ensure continuity and prosperity beyond their time is key.
It also helps to know that there are those who have been trained and could seamlessly take over if needed. Depending on the circumstances....someone from the outside may be what is called for. Regardless of the individual...having a strong...detailed plan to safe passage through those early days is always a good idea.
What's the code name of YOUR organizations leadership change?
Leadership Questions of the Week for YOU:
Did you hear or already know about Operation London Bridge? What are YOUR thoughts upon learning about it?
How do you think Operation London Bridge could be applied to organizations or do you feel most already have something like this?
Why do YOU think we are all uncomfortable about planning for key individuals leaving our organization and what can be done to normalize it?
Thanks for reading….and remember…YOU make a difference!
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