There are points in every leader’s career when it is time to move on. These transitions – whether voluntary or forced – can cast a long shadow over years of achievement. A leader’s accomplishments matter, no question, but the manner in which they handle their departure leaves a lasting impression on colleagues, boards, and potential future employers and employees. It can even have an impact on the company’s reputation. In an era of instant news and social media, leadership transitions are more visible than ever. Thus, it is important for executives to act with poise and professionalism – with grace – during these moments of transition, regardless of circumstances.
Exiting a leadership position with grace goes beyond acting with simple courtesy. Leadership is inherently relational, and the bonds formed with employees, peers, and stakeholders don’t simply disappear upon a leader’s departure from the company, they persist long after. Kristin Skogen Lund’s departure as CEO of media group Schibsted last year showed how a graceful transition can preserve these vital connections. By remaining in her role until a successor was appointed, she ensured continuity and demonstrated her commitment to the organization and its stakeholders, even as she prepared for her next chapter.
A leader’s legacy, developed over years of building credibility and reputation, can either be solidified or undermined by their final acts in a role. The interconnected nature of business leadership means that behavior during pivotal moments ripples throughout professional networks. This is evident with “boomerang executives” such as Alex Gorsky at Johnson & Johnson or Guillaume Faury at Airbus, who left their companies and returned to take on even greater leadership roles—opportunities that could only arise thanks to their professionalism during their initial departures.
Beyond personal legacy, graceful departures serve the organization’s future success. During her exit from Schibsted, Skogen Lund assisted with a major restructuring and supported the leadership transition. A careful attention to organizational needs during an exit demonstrates both emotional intelligence and strategic thinking.
Regardless of their impetus, leadership exits are major changes for executives, both in their personal and their professional life and it’s important to understand the psychological effects of leaving a role. The dynamics vary depending on whether it is a voluntary or forced departure.
Of course, even voluntary exits bring mixed emotions. Relief and excitement about new opportunities often mingle with grief over lost relationships and sense of purpose. Forced exits, on the other hand, can take an even more profound psychological toll. The sudden loss of position and power can trigger feelings of anger, rejection, and self-doubt that can cloud judgment at exactly the moment when clear thinking is needed. These reactions are natural but can derail even the most seasoned professional’s ability to depart gracefully. Through years of coaching, we have observed that leaders who neglect to process their emotions and properly mourn the loss of their role often struggle to maintain their poise during these transitions. Those who do take the time to acknowledge and work through their emotions, however, are typically able to navigate their departures more successfully and move forward with confidence, even when it was not their choice to leave.
How to Exit with Grace When Pushed Out
Being forced out of a role is challenging, but it’s still possible – and vital – to leave with composure. Here are six key behaviors for maintaining dignity in a forced exit, illustrated by David Neeleman’s transition from CEO of JetBlue.
- Manage emotions
Staying calm and composed is key to navigating difficult situations with professionalism. Neeleman faced intense scrutiny after operational failures during a snowstorm which left passengers stranded and flights canceled. Despite the pressure, he maintained his composure, focusing on accountability rather than emotional reactions. - Seek clarity, not conflict
Ask about the reasons for departure clearly and calmly, in a non-confrontational way. Understanding what led to this point can provide valuable insight for professional growth and for keeping relationships intact. - Remain professional and polite
Treat everyone with respect, regardless of how the exit is handled. Neeleman’s approach was notable for how he avoided placing blame and instead emphasized solutions. He introduced an innovative policy designed to restore passenger trust and improve future operations. - Focus on the future
Shift your energy to what comes next. Neeleman was commited to systemic improvements during his departure and this demonstrated a forward-thinking mindset that set the stage for future endeavors. - Avoid retribution
A forced exit can tempt leaders to spread negative or even confidential information, but such actions inevitably damage professional standing and credibility, not to mention can have legal consequences. The strongest response is discretion. - Thank the organization
Expressing gratitude demonstrates maturity and emotional intelligence. Neeleman publicly apologized and acknowledged shortcomings. This showcased his integrity and left a positive impression despite the difficult circumstances.
How to Exit with Grace When Leaving Voluntarily
For leaders who have decided to step down on their own terms, exiting with grace is a conscious and proactive process. Here are six key behaviors for a graceful exit:
- Communicate clearly and early
Announcing the decision with ample notice and context allows the organization to prepare for the transition and prevent a leadership vacuum. - Express gratitude
Acknowledge the contributions of those who contributed to success. Personal expressions of gratitude to colleagues, employees, and mentors create goodwill and a lasting positive impression. - Offer transition support
A smooth handover is crucial. Whether it’s training your successor, documenting critical processes, or offering ongoing counsel, it’s important to leave behind a well-equipped team. - Remain productive and engaged
Contribute in a meaningfully way up to the very last day. Active engagement prevents team demoralization and preserves years of reputation building. - Leave the door open
Parting on good terms keeps professional relationships intact. Consider establishing ways to engage with colleagues in the future, whether through mentoring, advising, or - Focus on the positive
While every leadership tenure has its ups and down, successful departures emphasize achievements made and lessons learned. Skogen Lund exemplified this by highlighting Schibsted’s achievements during her tenure and her pride in the organization’s progress.
In the professional world, exits are just as important as entrances. The manner of departure from a leadership role can define one’s career just as much as the achievements within it. Graceful exits demonstrate emotional intelligence, preserve professional relationships, and protect hard-earned legacies. Whether planned or unplanned, thoughtful and dignified departures lay the groundwork for future opportunities, and help transform endings into new beginnings.
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