The Art of Departure: Supporting senior leaders to leave for a smooth transition

Having recently seen a post on LinkedIn from a CEO who was openly congratulating the appointment of one of their direct reports to a CEO role elsewhere, it forced me to reflect on several instances where I have supported executive leaders to gain promotion within a new organisation – and the subsequent mixed responses they sometimes receive.

“They’re ignoring me now.”

“I’ve been told I can’t take annual leave and have to work my full six-month notice.”

“It’s been awful.”

These are just a few examples of what candidates have told me when they should have been celebrating.

No one wants to leave an organisation—one that they have dedicated so much to and made so many personal sacrifices for—with a sense of sadness and resentment. But in some instances (I’m pleased to report only a few), the way some have been treated upon handing in their resignation has left them feeling bitter or disappointed.

Of course, while it will cause the current employer short-term pain, the departure of senior leaders is not just a natural progression but an opportunity for growth and transformation. It’s a great opportunity to rethink a senior role, consider internal talent and promotion, and reconsider what type of person could be successful in a new or different role.

When a senior leader decides to leave an organisation to pursue a new role elsewhere for career progression, it’s crucial for the current employer to support them in their transition. A well-managed departure benefits the departing leader and sets the stage for a smooth transition that minimises disruption and maximises the potential for success.

I once read somewhere that organisations that support senior leadership transition outperform those that do not—perhaps it has something to do with their culture?

So, my advice to current CEOs and Chairs is that—whilst the instant shock may be difficult—supporting senior leaders in leaving your organisation well is not just a gesture of goodwill but an investment in your organisation’s future. Here is why:

Your reputation matters

How a senior leader leaves an organisation can significantly impact its reputation. By supporting them through their departure, you are demonstrating a commitment to the values of professionalism, integrity, and respect. This can enhance your organisation’s reputation in the eyes of employees, stakeholders, and the broader sector (not to mention the person replacing the exiting leader!).

Your culture matters

When senior leaders feel supported in their decision to leave, it sends a powerful message about your culture. By handling departures with care and consideration, you foster a culture of trust, respect, and mutual support amongst your leadership team.

A smooth transition is vital

Transitioning senior leaders out in a thoughtful and structured manner can help minimise potential disruption and ensure continuity. By facilitating knowledge transfer, succession planning, and clear communication, you pave the way for a smooth transition that allows the departing leader to leave gracefully and the organisation and its people to move forward.

It’s a good thing to do!

Encouraging and supporting senior leaders to pursue new opportunities elsewhere for career progression benefits them individually and contributes to a professional development and growth culture within your organisation. By celebrating their achievements and supporting their aspirations, you show a commitment to their long-term success.

Whilst I completely appreciate why it’s important to retain talent at the top of your organisation, in some cases people do leave—either they want to or they need to. If you have done all you can to retain them, or if you simply need to accept that you can’t, then it’s important to let them move on, feeling grateful for their experience with you.