We all love to think we are irreplaceable; that the function we perform can’t be done any better than us. But let’s not kid ourselves. When you’re gone, there’s going to be someone who takes your place. They’re going to sit at your desk, in your chair, and maybe even drink their coffee from the same mug.

And how your replacement performs is completely within your control.

At one time, I had a mentor tell me that if things could not go on just as well if he died or moved on, he failed. At first it sounds self-deprecating, like you’re not important to the process. That’s not how it’s meant, though – actually, quite the opposite.

Chain of Command

He modeled his leadership after the armed forces, and no, not like a drill sergeant. When you’re in the army, you’re responsible for making sure the person that ranks directly below you is trained to fill your shoes. In that way, if you were killed on the battlefield or promoted, your replacement could slip in and take over your role with a moment’s notice.

When you feel like your role is pivotal, like you’re the officer in charge of a whole platoon, that’s when this ‘chain-of-command’ approach is even more crucial. What happens when you leave and you don’t have a clear replacement?

In the army, chaos would reign. Structure is the rule. How would your replacement be decided? Would it be left to the privates to hash out? Or would a high-ranking captain need to assign the duties without knowing who is best for the job?

The same goes for your department. There should be clear structure of the ranks; of who reports to whom. And everyone should train a person below them in rank.

 Dealership Boot Camp

If you’ve put staff around you that want to excel, who want to become all they can be in the dealership, you have your replacement already. Now you need to groom them for your job. Let’s make this clear: this is not just teaching skills. This is equipping your staff to truly become your equal.

It’s a process that’s ongoing, and goes hand-in-hand with professional development. Where professional development is a general concept that trains critical thinking skills and positive habits, training your replacement is much more focused.

Be Intentional

The first step to training your replacement is identifying your protégé. You see the person who asks the right questions and has a keen awareness for how your job is done. If you had to, you could narrow it down to one, maybe two, people. Discuss your intentions with your protégé so they know precisely what the end result is supposed to be. If they aren’t sold on training for the role, encourage them to think about it but don’t force it. You may have to pick your second choice.

Set aside time

Schedule regular times for training. Develop one skill at a time. Assign leadership-building resources as homework. Get them involved as silent attendees to management meetings. And when you meet for your training sessions, make sure they know your expectations for the next time around.

Perform test runs

When you’re away on vacation or away sick, it’s a great time for your staff member to get some real-world experience however short it is. On your return, debrief with them about their experiences and any challenges.

Dealer-Wide Concept

When your replacement is filling your shoes, you’re now leaving a gap where they once stood in the line. This training method truly works at its best when your whole department and dealership buys in. Your replacement should be training their own replacement. And the one under them should be learning new skill, and so on.

It’s no secret that promoting from within the ranks is the smoothest way to transition for any kind of job, whether it’s the Army, a fast-food restaurant, or the service department at a Chevy dealership. The time to restore full productivity is much less and there are fewer speed bumps along the way.

If you haven’t thought about stepping into a promotion, you may need to set your sights higher. The process goes for you as well. Learn the job above you, for the same reasons. And when the times comes for you to move up or move out, it’s your duty to make sure the department and dealership can run just as smoothly without you.