When the Horns Start Blowing: The Hidden Danger of Holding On Too Long

There comes a point when holding on to the keys becomes dangerous—not just for yourself, but for everyone around you.

“There is no success without a successor.” — John Maxwel

At 78 years old, Hayden still comes to the office every single day to run his company. One day, he has a revealing conversation with his son.

“Dad, can you see colors?” his son asks after learning about Hayden’s macular degeneration diagnosis.

“No,” comes the matter-of-fact reply.

Deeply intrigued, his son asks, “How do you know what to do at traffic lights?”

“I stop at every one of them!”

“And how do you know when to go?”

“I go when the people behind me begin blowing their horns!”

This startling exchange perfectly illustrates a truth that applies both on the road and in business: There comes a point when holding on to the keys becomes dangerous—not just for yourself but for everyone around you.

In my new book, Succession Planning for Impact (The Workbook), I say it like this:

Pitfall #1: The Failure to Recognize the Need for a Competent Successor

The most insidious pitfall in succession planning isn’t complex financial structures or even finding the right successor—it’s the inability to recognize when it’s time to let go.

This hidden danger often sneaks up on even the most successful business leaders.

According to the Harvard Business Review, 70% of businesses fail to make it to their second generation of leadership. 

The weight of this statistic hangs heavy in boardrooms across America, where leaders like Hayden stubbornly cling to control until their grasp becomes dangerous.

The Ripple Effect of Reluctance

When a leader fails to recognize the need for a successor, the ramifications ripple through the entire organization:

• Frustrated successors unable to implement necessary changes

• Stalled innovation and growth

• Confused employees caught between conflicting leadership

• Missed opportunities as the business remains stuck in old patterns

• Potential safety and liability issues when judgment becomes impaired

Just as Hayden’s solution to not seeing colors at traffic lights puts everyone on the road at risk, leaders who hold on too long put their entire business ecosystem in jeopardy—including employees, customers, suppliers, and even their own legacy.

The Solution: Confront Your Fears Early

Leaders must confront their fears about succession planning early. This process includes:

• Accepting the reality of their eventual exit

• Building a strong succession planning team

• Developing competent leaders who can take the reins

• Creating clear transition timelines

• If you desire to stay involved, establishing new roles that allow you to flourish by becoming meaningfully involved without interfering with operations

Don’t wait until you’re metaphorically stopping at every light to recognize it’s time for change. Start your succession planning journey today, while you still have the clarity to guide the process and protect your legacy.

The road ahead is clear: Will you choose to hand over the keys gracefully, or wait until the horns start blowing?

---

Ready to take the first step?

Succession Planning for Impact (The Workbook) includes Discussion Questions and a Checklist specifically designed to help you solve Pitfall #1. These tools will guide you and your team through the hard conversations and practical steps needed to recognize when it’s time—and how to transition gracefully.

Get the Workbook & Solve Pitfall #1 →