If Not You, Who?

This one is simple, if we don't think we're being tricked. It's not a chance to overrun the questioner.

The question is literal. And the answer is really fated long before you utter it.

Either others will want to work with you, or they won't.

Executive succession planning often involves asking senior leaders, “If not you, who?” This question aims to identify who the best potential candidates are, not by evaluating them in isolation, but by seeing who others would most want to work with. The focus isn't on who is the most qualified on paper, but rather on leadership qualities and how well candidates would collaborate with others. It’s a reminder that executive roles are as much about relationships and teamwork as individual achievements.

One common mistake people make when asked this question is thinking it’s an opportunity to sell themselves, which actually decreases their chances of being selected. Instead of positioning oneself as the obvious choice, the goal is to identify a person you’d most want to work for. By highlighting the strengths of a colleague you admire and would choose as your superior, you demonstrate your ability to think beyond your personal ambitions and emphasize the importance of team dynamics and leadership qualities.

This technique can be applied beyond high-level positions; managers at all levels can use it with their direct reports to gain insights into team dynamics and who might be the most effective in leadership roles. It’s a tool that helps you understand how others perceive leadership potential and can be a valuable resource in succession planning. By considering who others would choose over themselves, you can ensure that you stand out as the ideal candidate when the right opportunity arises.

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