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Where are your “Royal Babies?”

Last Updated: April 7, 2022
By: Hope
By: Hope
Business Baby

What I Liked

What I Didn't Like

Before we get into it... who am i?

Always good to put a name to a face, so firstly, my name is Hope!

Like you, I was stuck working 8-10 hour days building someone else’s dream.

I worked at one of those cool tech companies that has omelet stations for breakfast & craft beer on tap for after hours.

To a lot of people that’s a dream, but to me… something was missing.

All I really wanted, was to actually enjoy life – more vacations, less stress, buy myself nice things without worrying about the cost… but that was something my 9-5 couldn’t provide me.

That was until a few years ago when I discovered a way to make money online by actually helping real people. 

People in this case were local business owners across the US.

Me and My Puppy

The page above is an example of how I do it. That one-page site generates $1,500/mo and I haven’t even touched it since it was put up.

That’s an $18,000/year raise from just one page.

That’s why local lead generation is my #1 business recommendation for recurring, semi-passive income. If you want to learn about that business model, click here.

Important: I am not an affiliate

for the opportunity in this review

Why Does That Matter?

A lot of course reviewers have no experience with any of the business models or programs they review, and so they’re just making stuff up.

They do that because they want you to click through their link to buy from the person that the review is about!

They have no clue what it’s actually like to run the different types of businesses they write about.
I have absolutely no relationship with this program, so you can rest easy knowing I’m going to give you my honest opinion.
This review is written based on my own experiences with this business model.

All that being said, let’s jump into things.

Where are your “Royal Babies?”

The birth of Prince William and Kate’s baby has brought about many discussions on the topic of succession. Although, succession is something the British monarchy has down to an art, by contrast, most companies haven’t even wet the canvas.  This may be partially due to the fact that leaders unlike princes and princesses are not born but rather developed through a very delicate and timely training system.  But first, the question has to be asked, have you yet realized the importance of succession planning? After all, what’s the fuss? If you are good, someone will notice and its history after that right?  Wrong.  The average tenure for employees is now 4.6 years according to the Labor Department, which means even if an employee works hard, they have a very small window of opportunity to get that promotion.  Their circumstances, company’s circumstances, or the market economics dictate their fate; with uncertainty, being the key denominator.

So here’s why one must worry about Succession Planning

* The British instances of royal succession are prime examples concerning the benefits of planning in avoiding chaos and demise of the Monarchy. This speaks highly to its strength.

*  Strong rules for succession eliminate confusion in determining leadership.

* Having leaders prepared for their roles maintains cohesiveness and success for organizational development.

* Because employees within organizations with strong succession earn the taste of success, they maintain a more positive work culture and have less employee turnover.

* In their book, Built to Last: Successful Habits of Visionary Companies, Jim Collins and Jerry Porras found that strong focus on succession planning and leadership were key to the long-term success of visionary organizations. The organizations Collins and Porras evaluated develop, promote and carefully select managerial talent.

How to jumpstart the process of Succession Planning

* Identify key critical needs and positions within your company.

* Decide what skills individuals filling those roles will need.

* Utilize professional assistance in locating potential internal and external candidates.

* Don’t carry the decision making process alone.  Involve organization leaders and evaluate their feedback during the process.

* While considering successors, make emotional intelligence a top factor in evaluation, it’s hard to come by, but it’s a key ingredient in team and organization effectiveness.

* Evolve your requirements and standards as needed. Just as Parliament recently modernized the rules of royal succession so that a female is no longer behind all her brothers in order of succession, businesses must sometimes re-evaluate succession standards.

* Stay realistic and be patient during the process.

Most companies understand the importance of succession planning, but simply need help in mastering the succession process. Other organizations believe they don’t have time to prioritize succession development, which is a mistake. There are external resources specialized in selecting and nurturing leaders that offer their services to organizations.

So, can you name your “Royal Babies” who are in line for leadership? If not, your company has work to do.

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