Do I have to Go? I Don’t want to Go! Here are 7 ways to know.

Posted by Brenda Yoho

What are the 7 ways to know if you need to go? I will give you the areas to review and reflect on in this post. However, I want to remind everyone to begin planning your exit on your way in. This may sound like a horrible idea, but I think you will understand why I make this statement as you read the post. Can you recall the work of Stephen Covey? One of the habits is to think with the end in mind. It really is a great habit to have.

Change is a constant in life, and even the most steadfast leaders will eventually face the question of when it's time to step down or pass the baton to someone else. This dilemma often comes with a myriad of emotions and uncertainties. Recently, a conversation with a friend of mine sparked this profound question: How do you know when it's time to go as a leader?

My friend, let's call her Lori, has spent her entire career at the same company since she graduated high school and completed her degree. For years, she's been a dedicated and influential leader within the organization, steering it through numerous ups and downs. However, a significant change is on the horizon. The owner of the business, who Lori has worked alongside for decades, is looking to sell the company to someone else. This impending transition has left Lori grappling with a mix of emotions and an uncertain future.

Lori’s situation is not uncommon. Many leaders, whether in business, politics, or other fields, eventually find themselves at a crossroads. The decision to stay, leave, or pass the torch is never easy, but here are some factors that can help determine when it might be time to make that pivotal move:

1. Self-Reflection and Self-Awareness: One of the first steps in determining when to leave a leadership role is to engage in deep self-reflection. Consider what motivates you, what your long-term goals are, and how this position aligns with your values. Are you still passionate about your work, or has the fire dimmed over the years?

2. The Organization's Needs: A crucial aspect of leadership is understanding when your organization might benefit from new leadership. Are you still able to drive innovation and lead effectively, or are your skills becoming outdated? Assess the organization's performance and whether it might be time for fresh perspectives.

3. Succession Planning: If you're in a position of leadership, it's essential to have a clear succession plan in place. This ensures a smooth transition when the time comes for you to step down. Lori’s situation highlights the importance of this; had there been a succession plan in place, her decision might have been less daunting.

4. Personal Growth and Challenges: Staying in a leadership role for an extended period can be comfortable, but it can also hinder personal growth. Consider whether you've outgrown the role or if you're no longer being challenged. If you're feeling stagnant, it might be time for a new adventure.

5. Emotional Resilience: Change can be challenging, especially for those who, like Lori, are averse to it. Evaluate your emotional resilience and willingness to adapt to new circumstances. Sometimes, embracing change can lead to personal and professional growth.

6. Financial Considerations: Your financial situation is a significant factor in deciding when to leave a leadership role. Assess whether you're financially prepared for retirement or a career change. Proper financial planning can make the transition smoother.

7. Consultation and Feedback: Seek advice from trusted colleagues, mentors, or friends who can provide objective insights into your situation. A fresh perspective can help you see things from a different angle and make a more informed decision.

In Lori’s case, her situation poses a unique challenge. She is not yet ready to retire or start something new, and she's resistant to change. However, by considering the factors mentioned above, she can make a more informed decision. Perhaps a compromise could be reached with the new owner, allowing her to continue contributing while easing into a less demanding role.

I believe the succession planning is a key point for all organizations to have in place. When someone decides to make a change, it is critical to have a smooth transition. You want to be able to continue to work in the same manner. It is also important for illness, vacations, other medical issues and loss of life. We must always think about all of these factors and make sure everyone is trained. It can feel threatening to some of “job security,” but in reality it is for the overall wellness of the company, school or organization.

Ultimately, the question of when to step down as a leader is a deeply personal one. There's no one-size-fits-all answer. It requires introspection, strategic thinking, and a willingness to adapt to new circumstances. Lori’s journey serves as a reminder that even in the face of unwelcome change, there are opportunities for growth and transformation. Knowing when to go as a leader is about recognizing the right time for both you and your organization, ensuring a smooth transition to the next chapter of your professional life.

Is it time to go or stay? Only you can answer this question, but if you are having this question in your mind it is time to do something to make a change.

"I only have 2 rules!"
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