As experienced plant managers and superintendents approach retirement, many utilities may discover that the next generation of leaders simply hasn’t been prepared. The transfer of skills and knowledge may not be seamless, leaving new managers to figure out just how to manage the plant and the staff.
One plant manager summed it up clearly:
“There are not a lot of training opportunities for learning to lead a wastewater treatment plant. Much of what we learn, we learn on the job.”
Can you relate? Is your wastewater utility developing new leaders? Consider the following questions when assessing your sites…
How many staff members are nearing retirement?
Without intentional succession planning, utilities risk losing decades of institutional knowledge overnight.
How are we passing down leadership knowledge and skills to our current staff and operators?
Leadership roles require additional competencies like:
- Budgeting and financial planning
- Regulatory strategy
- Staff supervision and conflict management
- Capital project planning
- Communication with councils, boards, and the public
Have staff roles evolved in the past 10 years? Will staff roles change in the next 3-5 years?
New technology, stricter regulations, and rising infrastructure costs should all be anticipated.
Leadership Skills and Resources
While there may be more things to consider, wastewater utilities do not need to face these challenges alone. Several different resources have been prepared to help early and mid-career water professionals develop leadership skills and occupational knowledge.
The Environmental Finance Center Network has made several materials available to those who wish to be better prepared. If you are an early or mid-career water professional, start with the Water Leadership Program to discover video presentations and materials focused on:
- Navigating Workplace Dynamics
- Strategic Communication for Water Sector Leaders
- Leading with Social and Emotional Intelligence
- Environmental Justice Perspectives in the Water Sector
If you are a utility manager getting ready to hand off the system to the next leader, consider how you would train that next leader. Is there something that you wish someone had taught you before you became a manager? Train and share the way you had hoped for. By doing so, you set the next leader up for success.
What Utilities Can Do Now
Build internal leadership pathways
Create clear steps for operators who want to advance – shadowing opportunities, project leadership roles, and mentorship programs.
Invest in management-focused training
Look for programs that teach budgeting, communication, supervision, and strategic planning – not just technical skills.
Encourage cross‑training
Future leaders should understand collections, treatment, lab work, finance, and administration.
Document institutional knowledge
Capture processes, vendor relationships, and historical decisions before senior staff retire.
Partner with regional organizations
Associations, universities, and Environmental Finance Centers offer leadership workshops and technical assistance that can fill training gaps.
