Leaders,
What does it really mean to “leave with class”? It’s a topic that sparks intense debate because everyone has their own perspective. What one person sees as speaking their truth, another might view as spreading falsehoods. And that’s where things get complicated.
Consider the scenario where a leader leaves a company. Some say you should never say anything negative about the company you’re leaving. But then there’s the other side—those who feel obligated to share what they see as red flags to protect others. They argue, “If I believe a company is doing wrong by people, don’t I have a responsibility to speak up?”
But what if you’re part of the company they left behind, watching them promote it as “the best thing ever” just a month ago? Suddenly, now it’s the worst? That’s also a tough pill to swallow.
Then there’s the third camp—leaders who focus solely on their new opportunity. They don’t bash their former company, aren’t passive-aggressive, and simply want to share what they believe is a better path with people they care about. They argue, “I’m an independent contractor. If I’ve found something better, why wouldn’t I share it?”
And finally, we have those who leave without saying a word to anyone. They try to avoid influencing others to follow, but let’s be HONEST—if you’re a big leader, your influence speaks for itself. People will follow, even if you don’t actively recruit them to do so.
All of this makes one thing abundantly clear: when a big leader leaves a company, it almost always leads to conflict. I’ve seen people handle these situations as gracefully as possible, yet somehow, war still breaks out.
The bottom line is this: there are no easy answers. The best we can do is foster a discussion that helps us all understand the various perspectives involved. We’re all in this profession together, and the more we can create awareness around these situations, the better we can navigate them when they inevitably arise.
