The Sound of a Dying Legacy: Why Silence is Your Company’s Greatest Threat
- Harry T. Jones
- 11 hours ago
- 3 min read
“Succession planning often results in the selection of a weaker representation of yourself.” — Peter Drucker
The most dangerous sound in your business isn’t always angry complaints or heated arguments.
Sometimes, it’s silence.
In my new book, Succession Planning for Impact Workbook, I talk about silence.
Silence is often the precursor to Pitfall #5: Failure to empower competent next-generation leadership.
Consider Henry’s story. He leads a century-old North Carolina business that generates over $100 million in revenue and employs 179 people. As president, CEO, manager, HR director, and sole check signer, Henry isn’t just running the company—he is the company. Everything revolves around him, from major strategic decisions to daily operations.
For four generations, his business has been a cornerstone of the community, blessing vendors, employees, and their families. But there’s a deafening silence growing in Henry’s halls.
His best people—the ones who once brought innovative ideas to meetings and stayed late brainstorming solutions—have grown quiet. They’ve learned a painful lesson: their voices don’t matter.Henry has all the power.
And it’s killing the company’s future.
>>> Good people want to be decision-makers. <<<
A wildly successful entrepreneur shared this truth: “If you want to attract good people, empower them to make decisions. Those achievers will attract more achievers, building a pool of achievers from which to pick your successor.”
When your best people go quiet, they’re often already halfway out the door. It’s a slow-motion train wreck:
First, innovation dies
Then, future leaders check out
Next, potential successors plan their exit
Finally, your legacy starts crumbling
Remember: 70% of businesses don’t make it to the second generation. In most cases, the warning signs were there—in the silence.
The 10s and 5s Dynamic
Henry should have understood the difference between “10s” and “5s.”
10s are visionaries and innovators who excel in their roles and thrive in environments that challenge them. 5s represent average performers who, while competent, don’t push boundaries.
When 10s find themselves in environments where 5s dominate decision-making, they feel undervalued. In conversations dominated by 5s, 10s will often remain silent.
Over time, this stifles creativity, causing top talent to seek opportunities elsewhere. The departure of 10s has a cascading effect: the team loses its competitive edge, morale declines, and attracting new talent becomes nearly impossible.
What Is a Competent Leader?
Leaders don’t just happen—you develop them strategically.
A competent leader possesses strong decision-making, problem-solving, and communication skills.
They adapt to market changes and demonstrate commitment to continuous learning. Crucially, they align their actions with the organization’s values and vision.
To develop competent leaders, you must:
Identify them early as potential successors
Nurture them with decision-making authority
Provide candid feedback on their growth
Create an inclusive culture where varied perspectives are valued
The KASH Framework: Building Your Leadership Pipeline
To build a “pool of achievers,” use the KASH framework: Knowledge, Attitude, Skills, and Habits.
Here’s the key insight: You can provide Knowledge and Skills through training. But Attitude and Habits must flow from the individual. Hire and promote for Attitude and Habits—the rest can be developed.
How it works:
Every employee completes a personal development plan as part of their quarterly performance review. All advancements are tied to these plans. Team members receive seminars, coaching, and encouragement in their growth areas.
You will intentionally notice those who are punctual, diligent, dependable, and passionate about advancing. Make sure these employees have opportunities for advancement.
The KASH framework grows the company’s ability to make a profit, bless its community, and advance its purpose.
The Choice Is Yours
You have two paths:
Path One: Create an environment where good people want to stay and grow. Empower them with authority and accountability. Allow them to lead in ways that might be different from how you would lead.
Path Two: Maintain tight control and watch your best people grow quiet before they leave entirely.
Don’t let your legacy die in silence. Start listening today.
Ready to Break the Silence?
The Succession Planning for Impact Workbook gives you the tools to empower next-generation leadership before it’s too late:
✅ Discussion Questions to identify where silence is growing in your organization
✅ The Pitfall #5 Checklist to audit your empowerment practices
✅ The KASH Framework implementation guide for building your leadership pipeline
Build a pool of achievers. Pick your successor from strength, not desperation.
Where do you see silence growing in your organization? Share in the comments.
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