Building a company that lives beyond you

RCS Influencer Melissa Chapman says that the ultimate mark of leadership isn’t how well your business runs when you’re there – it’s how well it runs when you’re not.

Succession planning isn’t exactly the hot topic at most roofing roundtables. Most contractors would rather talk about production schedules or material costs than what happens when they step away. But here’s the hard truth: if your business can’t run without you, it’s not really a business – it’s a job with overhead. 

Creating a strong succession plan isn’t just about retirement. It’s about freedom, stability and legacy – building a company that keeps winning whether you’re on-site or on a beach somewhere. The best plans don’t start when you’re ready to leave. They start when you’re ready to lead differently. 

1 - Build structure before strategy 

Before you talk about successors, tighten up your systems. Get your financials clean, your SOPs documented and your processes consistent. A business that runs on “muscle memory” from the owner isn’t transferable – it’s fragile. Think of your systems like the framework of a roof: if the structure isn’t sound, it won’t hold up under new leadership. Future buyers or partners will pay a premium for order, not chaos. 

2 - Develop people early and intentionally 

Your next generation of leaders doesn’t appear overnight. Start identifying them now — the foreman who steps up without being asked, the project manager who solves problems like an owner. Coach them. Give them authority and let them make some mistakes. That’s how you build confidence and ownership. Leadership development is the bridge between your success and your company’s future. 

3 - Write it down – and stick to a timeline 

A succession plan that lives in your head dies there. Put it on paper. Define the roles, the timeline and the financial goals. Make it part of your annual business planning. You don’t have to have every detail figured out – but you do need direction. Adjust as you go, just like you would on a project site. 

At the end of the day, succession planning isn’t an exit strategy. It’s a continuity strategy. It protects your people, your customers and your reputation. The earlier you start, the more control you have over how your legacy lives on. 

Because the ultimate mark of leadership isn’t how well your business runs when you’re there – it’s how well it runs when you’re not.