But, what if they are BETTER than ME?

If there’s one topic that comes up again and again in my coaching sessions and in conversations across the MATRI community... It’s the handover.

Not the baby handover.
The role handover.

This seemingly practical task is, for so many people preparing for maternity or paternity leave, the moment where their confidence quietly starts to wobble.

And I see it all the time.

Someone will say:

“What if the person covering me is better than me?”
“What if they want my job?”
“What if everything changes while I’m away?”

These thoughts are completely normal, especially if you’ve worked hard to build your role, your relationships, and your credibility. High performers in particular often feel deeply attached to the work they’ve shaped.

But here’s the truth I always come back to:

This is your role. You built it. No one will do it exactly like you, because nobody else is you.

And yet, this is often where the first dip in confidence begins. Not on day one of leave, not during the first night feed, but right here, during the handover process.

So let’s flip this narrative.
Let’s move from fear into empowerment.

A confident handover is not about making yourself indispensable.
It’s about setting up a smooth exit and a smooth return.
For you.

Why a strong handover matters so much

When your cover is prepared, briefed and supported:

✓ You leave on a professional high.
✓ You signal clarity, care and confidence to your organisation.
✓ You protect your role during your absence.
✓ You reduce chaos when you come back (and avoid inheriting a mess).
✓ You remind people that you are the long-term owner of the role.

Most importantly:
You feel more grounded, more in control, and more confident heading into a major life transition.

So… what does a confident handover actually look like?

Here’s what I tell MATRI members, time and time again:

1. Treat your handover like a project...because it is one.

Don’t leave it until the final two weeks because you’re trying to “prove your value” by being busy. It’s not helpful, and the deadline you’re working towards isn’t one you can control… babies don’t tend to check your Outlook calendar.

Start early. Write things down clearly. Prioritise what truly matters.

2. Use a structured template.

We share a handover template inside MATRI, and it’s one thing members consistently tell me reduces stress almost immediately. (Click here to get your own copy)

Consider documenting:

• Your key responsibilities
• Priority projects and timelines
• Decision-making expectations
• Key relationships and stakeholders
• Preferred ways of working
• Processes or pitfalls to be aware of
• And what absolutely shouldn’t be changed without discussion
• Being explicit helps everyone — including future you.

3. Make decisions clear.

• What can your cover decide independently?
• What needs escalation?
• What should wait for your return?

Ambiguity is where resentment or misunderstandings grow, and that directly affects your re-entry later.

4. Build in regular check-ins before you leave.

If you know who you’re handing over to, schedule meetings so you can brief, transfer knowledge and build trust. If you don’t have a named cover yet, use someone else in the team as your sounding board.

Every interaction you have sends a valuable signal to the business:
“I’m organised, I’m committed, and I care about the continuity of my role.”

5. Sketch out a return plan.

• What should they update you on when you're back?
• What would help you feel informed rather than overwhelmed?
• Thinking ahead supports a smoother re-entry.

And let’s address the big fear…

“What if they’re better than me?”

They won’t be you.
They can’t be you.

And if they’re brilliant?
Wonderful. It means your role is safe, your projects are looked after, and you’re returning to a stable environment — not a firestorm.

Their success during your leave is not a threat.
It’s a testament to your leadership, clarity and professionalism.

Your parental cover is not your replacement.
They are simply… your cover.

You still hold the long-term equity in your role.
You still return as the expert.

In summary

A strong handover:

• Reduces anxiety
• Protects your role
• Sets clear expectations
• Builds confidence before, during and after leave
• Positions you as a collaborative professional
• And ultimately, makes your return smoother and more successful

So give your handover the time it deserves.

Don’t rush it.
Don’t fear it.
And definitely don’t underestimate the confidence it can create.

Prepare early. Communicate clearly. 

And remember: You’re not proving you’re irreplaceable — you’re proving you’re confident, clear and in control of your career.