YOUR MOST VALUES-ALIGNED LEADER(S) LEFT. NOW WHAT?
You’ve just been told by the leader you look up to and admire most that they’ve decided to leave the company.
The initial news might have been troubling on its own but then you start noticing a trend –
a handful of people who share similar work and personal values have called it quits.
Your initial concern has now turned into full blown worry.
Here’s what you can do about it:
Reflect on your own values and goals: Consider how the departure of these leaders may impact your alignment with the company's culture and future direction. Decide whether staying with the organization is still in line with your long-term aspirations including who you want to become as a professional.
Seek understanding: Reach out to the departing leaders and have candid conversation to understand their reasons for leaving. Make sure they know your intent so that they can respond as helpfully as possible. Providing them visibility into any concerns will give them an opportunity to offer you a little more support as you navigate the murky waters of company life without them.
Assess the new leadership: Tap into the informal chatter and formal reputation of the new folks taking charge. How closely in alignment do they behave to your most important values when times are good, and especially when they are tough? If there’s a big gap, it’s time to think about the short-term and long-term mental/emotional/physical/career/financial cost of working underneath them.
Evaluate your own influence: What is your capacity to shape the remaining company culture, and the potential to mentor and guide others? Reconcile the ability you possess compared to the organizational power you hold. Make sure to do this honestly, and from a few different perspectives. This is where you’ll really calculate the most viable path forward for your needs.
Maintain relationships: Stay in touch with the departing leaders as they move on to new ventures. Their experiences and insights can continue to be valuable to your professional development. Additionally, build and expand your network within and outside the organization to foster relationships with other like-minded individuals and potential mentors. Remain open.
Cautiously engage with the remaining leadership team: If your departing leaders have already sourced the remaining leaders as their reason for leaving, trust their wisdom. This is where you can set a firm emotional boundary while you figure out a new game plan. To maintain your reputation, keep a sense of guarded professionalism, continue to demonstrate your value, and observe how the company values are evolving based on the type of talent they’re recruiting and attracting.
