We're in an interesting trend where vital team members are leaving their companies. Some have been there for almost a decade, others only a year or two. It doesn't seem like the job market has heated up that much for senior leaders, so I'm not sure why it's happening. But with four companies dealing with it in the last two weeks, it felt like we should talk about it.
Unexpected team changes can shake you. They feel messy, they disrupt plans, and they demand more from everyone. But they also hand you something rare: a chance to stop, reset, and build with intention instead of inertia.
Find the Silver Lining in Sudden Change
When someone leaves unexpectedly, especially from a key role, the instinct is to scramble. To fill the seat fast. But rushing often solves the wrong problem. The truth that's hard to see? These transitions are inflection points. If you use them well, they can tighten alignment, strengthen leadership, and sharpen your agency’s focus.
1. Tap Internal Strength
Sometimes the right short-term fix is already in the room. Let a current team member step up on an interim basis. It lightens the load, stabilizes the team, and gives them the chance to stretch into leadership. Bonus: you’ll learn more about their potential than any performance review could tell you.
2. Extend the Transition
If possible, ask the outgoing person to stay involved for a bit, even fractionally. A few hours a week for a handoff or check-in can prevent dropped balls and help the new setup stick.
3. Don’t Hire for Yesterday
Hit pause before you replace. Your agency today is not the same as it was last year. Slowing down gives you space to ask: What do we need now? Leaders who’ve been through it will tell you that transitions often uncover roles and structures that should have changed long ago.
4. Keep the Team in the Loop
Silence fuels anxiety. Even if you don’t have all the answers, share what you do know. Be honest about what’s changing, what’s not, and what you’re still figuring out. Trust grows when people feel included, not blindsided.
5. Capture and Systemize
When someone covers temporarily, document the workflows. Those notes can become a baseline playbook for whoever takes the role next. That way, you’re not just applying a patch, you’re leveling up your systems.
6. Reflect after the Storm
Once the dust settles, run a short retro with your team. Ask them what worked? What didn’t? How do we want to handle this better next time? These conversations turn a hard time into future strength.
7. Pull in Outside Perspective
Don’t underestimate the value of a fresh set of eyes. Whether it’s a coach, consultant, or peer group, external input can reveal blind spots you can’t see from inside the whirlwind.
The Bottom Line
These moments don’t feel like opportunities in the moment. But they are. They give you the chance to stop running at full speed and ask the harder, better questions. Done right, they lead to stronger leadership, clearer structures, and a team that’s more aligned than ever.
These moments are rarely convenient, but they often spark meaningful change. And in the moment it's really hard to see, but a key team departure isn’t just a gap to fill it’s a chance to reset, realign, and rebuild something better than before. Take a breath. Go through the emotional process of letting it go. Don’t rush anything. But remember, the best moves often come after the unexpected ones.