Whitney Wolfe Herd is a name that has become synonymous with empowerment, resilience, and success in the tech world.
At just 34 years old, she has achieved remarkable feats, including co-founding the dating app Tinder and later establishing her own company, Bumble, which has revolutionized the way people connect and interact online.
In this blog post, we’ll explore Whitney’s inspiring journey, the challenges she faced, and the valuable lessons we can learn from her remarkable story.
By now you’ve probably heard the remarkable story of Whitney Wolfe Herd and Bumble.
In her early 20s, Herd co-founded the dating application Tinder. As Tinder grew into a multi-billion dollar company, Herd left Tinder following alleged sexual harassment (the parties eventually settled). But instead of disappearing into the shadows, Herd swarmed onto the Wall Street scene as the founder and CEO of her own dating and networking application, Bumble.
Over the past decade, Herd built Bumble into a billion-dollar business. That’s why many were surprised by Bumble’s November 6th announcement that Herd will soon leave her position and take on a new role at the company.
Herd’s incredible rise is a valuable case study for aspiring executives – especially women. But her decision to transition, again, into something new, offers many other important lessons about when and how to move on.
Succession Planning
Bumble’s name reportedly derives from female bees who call the shots. So it should come as no surprise that Herd decided to transition to a new role on her terms.
“It’s a monumental moment, one that has taken a great deal of time, consideration and care, for me to pass the baton to a leader and a woman I deeply respect,” Herd said in a press release earlier this month.
The final act of every good employee should be a strong succession plan – from entry-level staff to CEOs. Succession isn’t simply a power handoff that’s flipped like a light switch. It’s a process that should begin long before the person in charge is ready to leave. Actions like improving the company culture, investing in teams, and creating talent pipelines can all grease the wheels for succession.
