Skip to content

When Half the Senior Staff Resigns

Are you prepared for any of your key people to suddenly resign?

This summer, a CEO in an extremely volatile industry received resignations from three of his key six Senior Managers in a period of three weeks (two with no notice).  After confirming that there were “no more shoes to drop”, my client told the whole Company exactly what had happened and was able to mitigate any overall company concern. Then, we called in the next level of Managers—former subordinates to the three– and explained that they’d each have an excellent opportunity to step up to the challenge and to take on larger role.

Have you identified the “high-potential” performers and given them additional training and coaching?

As it turns out (no surprise here), these solid employees had been eager to get more responsibility for a long time, and had felt held back by long-timers who were unwilling to empower them.

Within a week, the new Senior Managers each had new, elevated job descriptions, an individual coaching schedule, increased motivation and, of course—a little bump in salary. But it wasn’t the latter that had them work harder and communicate more, but rather the opportunity and subsequent recognition.

Are there talented employees frustrated without a career path, possibly manifesting in high turnover?

Two months later, the CEO now believes that his Company is running more smoothly than ever, and he feels a new energy in the place.  Sure– there is and will be a learning curve for the new Senior Managers, but any initial wave of panic seems to have turned into that clichéd “blessing in disguise.”

So many business leaders want to know where the next group of leaders is coming from. With some limited and simple strategic planning (where will the business be in 3-5 years?), assessments (what talent and potential talent is on the bench now?) and coaching (how can we prepare those individuals and that team for the future?), these companies can be a quite a bit better prepared for the future.

Leadership Succession: Identifying and Developing your Next Generation of Managers

The Benefits:

  • Organization’s long-term livelihood
  • Increased accountability
  • Team alignment and effectiveness
  • Improved implementation and execution