Culture Building During Downsizing

I was recently asked what I would do today if I were in the military and made the decision—or had the decision made for me—to transition out before retirement. Whether you’re in the Army, Marine Corps, Navy, Air Force, Space Force, or Coast Guard, my advice is the same. Here’s what I’d focus on to set myself up for success: 1️⃣ Eliminate Debt: I’d make getting out of debt a priority—everything except a mortgage. If possible, I’d pay that off too. Debt limits your options and can force you to compromise on critical decisions. Freedom from financial burdens creates flexibility. 2️⃣ Max Out My TSP Contributions: I’m a fan of Roth, but whether you choose Traditional, Roth, or a combination, the key is to save aggressively. Your future self will thank you. 3️⃣ Leverage Tuition Assistance (TA): If you don’t have a degree, get one. If you have a bachelor’s, pursue a master’s, and focus on something value-added to your goals. For those in tech, chase certifications with the same determination. TA covered 100% of my BA and MS when I was in the Marine Corps—take full advantage of it! 4️⃣ Network Relentlessly: Create a strong LinkedIn profile. Post 3+ times weekly about the field you want to enter—cybersecurity, business, defense contracting, etc. Attend seminars, trade shows, and any networking opportunities available. Respond when people reach out, and always follow up with a thank-you note. Networking isn’t just online; it’s face-to-face too. Build a large, strong network to maximize opportunities. 5️⃣ Document Everything: Complete and document your medical, dental, vision, and hearing appointments. Keep a copy too. 6️⃣ Protect Your Reputation: Finish strong. Nothing is more important than your last name and professional reputation. Stay 100% committed to your assignment. Dropping your pack in uniform will hurt your endorsements and recommendations. Excellence until the end sends a message: you’re someone worth investing in. 7️⃣ Weigh SkillBridge Thoughtfully: This is personal. I wouldn’t choose SkillBridge because I’m not interested in working for free. Instead, I’d save my leave and use those 60+ days to focus on my transition. PTAD/PTDY can also provide valuable time to reset. 8️⃣ Learn from Fellow Veterans: Reach out to those who’ve transitioned successfully. Ask questions, seek advice on resumes, interviews, starting a business, consulting, contracting, or government roles. Follow up and implement what you learn. 9️⃣ Plan Time Off: Whether you served 4 years or 20+, you’ve earned a break. Take time to decompress, reflect, and think clearly about your future. Be proud of your service—it’s a foundation for what comes next. What Did I Miss? This list reflects what I’d do, but I’d love to hear your thoughts. What would you add? Where do you disagree? To all of you who have served: thank you for your service and sacrifice.

What happens when a company truly litsens to its employees? In 2020, Allstate (The Insurance Company) asked a simple yet transformative question: Where do you want to work—office or remote? The response was overwhelming—95% wanted flexibility. Allstate didn’t just listen; they took bold action. Fast forward to 2024: Allstate sold its Chicago HQ at a 62% loss, slashed real estate costs from $382M to $138M, and embraced a fully flexible workplace model. The result? Despite facing one of the worst years for the insurance industry due to extreme weather, Allstate’s stock hit an all-time high, up 77% since… going flexible. Key to this success is Lauren DeYoung Allstate’s “Workplace Futurist.” Under her leadership, the company has evolved once more: employees are now empowered to work from coworking spaces when needed. As Lauren puts it: “We need shared spaces for collaboration and training. But asking people to commute just to sit on video calls? That doesn’t make sense.” This insight shows how the workplace is being re-purposed. The office isn’t obsolete—it’s a strategic tool. For onboarding, collaboration, and team-building, in-person spaces are invaluable, cutting turnover in new-hire teams from 35% to 5%. But for focused work, flexibility remains supreme. The results? 📉 Real estate spending down by two-thirds (Read that again). 📈 Stock price soaring 77% to record highs. Remember: 10% of Fortune 500 companies are now fully flexible—while only 4% remain full-time in-office. The future of work isn’t about picking one model; it’s about blending both. Last time I checked Allstate is a Fortune 100. Allstate’s journey proves that by listening to your people and adapting boldly, any company can thrive in a rapidly changing world. #FutureOfWork #Flexibility #Leadership #WorkplaceTransformation

Many years back, I hit a professional wall. I had tried everything to make my role work and continue contributing to the organization, but I eventually concluded that it was time to move on... I confided in my former line manager, who had since become a good friend and mentor (Neeraj Sinha), telling him I was ready to spend a short time wrapping up and make my exit. His response wasn't what I expected as he is known for his unique ability to "flip the question" and take a different perspective. He didn't just ask about my next steps. Instead, he asked a penetrating question: "Is this feeling showing up in your work, your relationships, your meetings, and your behaviors?" He validated my situation, explaining that it is completely normal to feel disconnected when you’ve made the internal decision to leave. However, he shared a piece of advice that has stuck with me throughout my career as a leader: No matter your intentions to leave, it is critical to show up professionally every single day and deliver well beyond expectations. Why? Because checking out mentally often leads to checking out behaviorally. Senior leaders notice when standards slip. Letting your performance or relationships fray as you head for the door is counter-intuitive and can severely damage the professional equity you've worked so hard to build. If you ever find yourself ready for a transition, here are a few tips I used to ensure you finish strong: a. Protect Your Professional Brand: Your reputation doesn't reset when you change companies. People remember how you exit just as much as how you enter. b. Keep Your Foot on the Gas: It takes discipline to operate at 100% when your mind is on the next opportunity, but continuing to over-deliver ensures you leave a legacy of excellence. c. Stay Present in the Room: It’s easy to zone out of meetings or dial back your input when you know you’re leaving. Actively engage until your very last day. d. Prioritize the Handover: Make it your mission to leave your team, peers, and successor better equipped than when you started. e. Nurture Your Network: The colleagues you leave behind today might be your clients, partners, or even hiring managers tomorrow. Leave on a note of grace and gratitude. True leadership and professionalism are often defined by how we navigate the transitions. Have you ever received a piece of advice that completely changed how you handled a career move? I'd love to hear about it in the comments. 👇 #Leadership #CareerAdvice #Professionalism #Mentorship #CareerGrowth #viewsarepersonal

Most companies lose their soul when their founders leave. Costco didn’t. In her recent Harvard Business Review article, Zeynep Ton explains why. Zeynep Ton, who has spent decades studying frontline excellence and operational integrity, shows how cofounder Jim Sinegal embedded his convictions so deeply into Costco’s DNA that they have guided a company and its culture through multiple generations of leaders. At the heart of that legacy is Costco’s Code of Ethics, deliberately ordered to clarify priorities: 1. Obey the law 2. Take care of customers 3. Take care of employees 4. Respect suppliers 5. Reward shareholders Sinegal’s genius was a set of convictions turned into systems: discipline around pricing, investment in people, simplicity in operations, and a relentless commitment to “doing the right thing” because everyone is watching. Even as competitors chased trends, Costco stayed anchored. That discipline built trust with customers, employees, and shareholders alike, and produced long-term results most companies only dream of: 93% renewal rates, industry-leading retention, and decades of market-beating returns. In my own work, I often see organizations wrestle with the same challenge: how to sustain greatness when the founder is no longer in the room. Culture is transmitted through clarity, consistency, and teaching by example. Like Costco, enduring organizations translate values into operating choices: who they promote, what they measure, what trade-offs they refuse to make, and how leaders behave when no one’s looking. Sinegal’s story teaches us that leadership continuity is as much about succession plans as it is about conviction continuity. When values become embedded in daily routines and reinforced by structure, they can outlast any one person. That’s the true mark of a “good job” strategy, using Zeynep Ton's words, and of a great company. What’s one non-negotiable conviction in your organization that has stood the test of leadership transitions? #Leadership #Culture #HBR #Costco #GoodJobsStrategy #Impact #EthicalLeadership #OperationalExcellence #Learning https://lnkd.in/eZ5rMSmg

In my recent conversations with CXOs, I have noticed an increased need to focus on teams “as a whole.” It’s no longer just about being resilient or adaptive; now, it’s about how quickly teams can shift their thinking, embrace ambiguity, and reframe challenges as opportunities. As organizations face rapid change and uncertainty, cognitive flexibility is emerging as a key skill for success.  Cognitive Flexibility is the ability to switch between thinking about different concepts and adapt to new, unexpected situations. In other words, it’s mental agility, something crucial in today’s BANI world [Brittle, Anxious, Non-linear, and Incomprehensible]. Why it matters now: ·      AI and Automation: As technology reshapes roles, those with cognitive flexibility can pivot their skills and adjust their thinking faster. ·      Complex Problem-Solving: Organizations are facing more multi-dimensional problems than ever, requiring teams that can navigate the non-linear, chaotic nature of BANI. ·      Leadership: Flexible leaders are better equipped to handle brittle systems, manage anxieties within their teams, and navigate unpredictable environments. How to nurture cognitive flexibility in your teams? ·      Encourage cross-functional collaboration to expose teams to new perspectives. ·      Embrace continuous learning, create environments where people can experiment and evolve. ·      Promote reflection, pause to reframe challenges and think about alternative approaches. In a world shaped by complexity and uncertainty, cognitive flexibility might just be the ultimate competitive advantage. How are you building this in your teams? #OrganizationalPsychology #CognitiveFlexibility #BANI #FutureOfWork #Leadership #ChangeManagement #Innovation #leadershipcoach

Last year, I was referred to the CEO of a fast-growing HealthTech business. The CEO was clearly committed to his business. However, he had to deal with a challenge that many leaders face: succession planning.. Since there was no obvious successor in sight, worry was spreading throughout the business. The choice carried a heavy burden. The future of the business may be at jeopardy if the incorrect replacement is chosen. Not only was it my responsibility to help identify the next CEO, but also to make sure the transfer was effective, strategic, and long-lasting. Understanding the company's culture, values, and vision was my first task. Only then could we identify and support the right leader to take the helm. We evaluated a number of potential successors, each with particular advantages and disadvantages. We saw leaders change as a result of in-depth workshops, open feedback loops, and tough leadership training sessions. There were conflicts, self-doubt, and occasions when the CEO wasn't sure he was prepared to let go. But, a clear frontrunner emerged. A tenacious COO, showcased not just the skills but the vision and empathy required of a CEO. As they received ongoing coaching, they started to assume the leadership position, bringing teams together and establishing a clear course for the future of the business. The CEO, seeing the transformation, knew it was time. The transition was great. Clients, partners, and employees felt an invigorated sense of purpose. The CEO, while no longer at the helm, watched proudly from the sidelines, knowing his legacy was in capable hands. The lesson here is how crucial proactive succession planning is to maintaining an organisation's success and continuity. Leadership transitions, especially at the CEO level, can be pivotal moments that determine the future trajectory of a company. By engaging in thoughtful preparation, seeking external expertise, and investing in leadership development, organisations can facilitate smooth transitions that not only preserve but also enhance their legacy. What would you add?

Why how you leave a role is just as important as first impressions I have a client transitioning out of her role right now, and we’ve been talking a lot about what it means to exit with purpose. To leave well. To hand over well. To be remembered well. Because the way you leave a role says a lot, not just about the kind of leader you are, but also about the kind of person you are. Too often we rush this stage. Because we're tired, over it, check out, already thinking about what's next. But when your departure is designed with purpose, it sets you up for your next chapter. Here's how: 1️⃣ Reputation is your long game. The way you leave often echoes louder than how you arrived. Leaving with integrity and gratitude signals emotional intelligence and maturity - people remember how you made them feel on your way out. 2️⃣ Relationships compound. Careers are cyclical. The colleague you support on your last week could be a future collaborator, hiring manager or advocate. Keeping the door open is one of the smartest career moves you can make. 3️⃣ It creates psychological closure. Finishing well helps you process, reflect and release. It’s not just about resigning (or being made redundant) it’s about consciously completing a chapter so you don’t carry its emotional weight into the next. 4️⃣ You leave with energy, not emptiness. A thoughtful handover sets others up for success - and that professionalism follows you. People want to work with leaders who make transitions feel easy, not chaotic. 5️⃣ It’s the ultimate display of leadership. How you behave when you’re leaving says more about your character than when you’re winning. Grace, clarity and generosity during a transition are marks of true leadership. Leaving well isn’t just professional courtesy - it’s career strategy. The energy and reputation you leave behind follow you further than you think. So before you walk out the door, ask yourself: “What legacy do I want to leave here, and how can I make it easier for the next person to succeed?” That’s what exiting with purpose really looks like. If you’re preparing for a transition, my upcoming newsletter dives into how to exit with purpose, clarity and confidence - link in comments. #CareerReset #LeadershipDevelopment #CareerTransition #WomenInLeadership

Myth: Team stability equals team performance. Reality: Team adaptability drives innovation. Just watched a project team rotate 40% of its members mid-sprint and deliver their best results yet. The secret? Strong knowledge documentation and rapid onboarding protocols. The ability to adapt to change is crucial. By embracing fluidity and empowering your teams to evolve, you can unlock new levels of innovation and performance. Key strategies to foster team adaptability: ➡️ Invest in knowledge management by creating a centralized repository for project documentation, best practices, and lessons learned. ➡️ Develop robust onboarding processes by ensuring new team members are quickly integrated and productive. ➡️ Foster a culture of continuous learning by encouraging knowledge sharing, cross-functional collaboration, and experimentation. ➡️ Empower your teams by giving your teams the autonomy and tools they need to adapt to changing circumstances. By prioritizing adaptability, you can build teams that are resilient, innovative, and future-ready.

Reorganizations often feel like anything but a blessing, right? And don't take me wrong, it's really frightening. The uncertainty, the potential for job loss... it can be a really stressful time. It's totally valid to acknowledge those feelings of anxiety and even fear. But... what if we shifted our perspective? What if we started to see reorganizations not just as threats, but as unexpected opportunities for growth and learning? 🤔 Believe it or not, reorganizations can be a catalyst for developing crucial skills and unlocking new career paths: Forced Adaptation = Superpower: When things change, we're forced to adapt. This builds resilience, problem-solving skills and the ability to thrive in dynamic environments. Skills Upgrade: Reorgs often mean new technologies and processes. View this as a chance to upgrade your skillset and become more valuable. Broader Perspective: Working with new teams and departments gives you a more holistic view of the business, which is invaluable for leadership potential. Career Crossroads: A reorganization provides a natural pause to reflect on your skills, goals and whether your current path truly aligns with your passions. Here are some actionable steps: Be a learning sponge: Actively seek out training and resources to master new skills and technologies. Look for problems and take the initiative to lead change! Network like crazy: Connect with colleagues in different departments to build relationships and expand your understanding of the organization. Self-Reflection time: Schedule time to evaluate your skills, passions and long-term career goals. What truly excites you? Think of how you can add value in this new environment. Document Your Wins: Keep track of your accomplishments and new skills. This is crucial for your resume and for showcasing your adaptability to future employers. Reorganizations can be tough, but they can also be a springboard for growth. By embracing the learning opportunities and taking proactive steps, you can emerge stronger, more resilient and better equipped for the future. What's one skill you're hoping to develop as a result of this reorganization? Share your thoughts in the comments! 👇

You know what's wild? Many nonprofit Executive Directors decide to leave and then give 30 days' notice. But I’ve been watching something different happen. Leaders who plan their exit a year out (what I call 𝗮𝗻 𝗘𝘅𝗶𝘁 𝗟𝗶𝗸𝗲 𝗮 𝗕𝘂𝗶𝗹𝗱𝗲𝗿™) are transforming their organizations in ways a rushed departure never could. Here’s the thing about leaving well, it takes time to build what will last. When you give yourself a full year, your exit becomes your most powerful act of leadership. Here's how I help clients break down a final year into four quarters of building their exit: 𝗤𝘂𝗮𝗿𝘁𝗲𝗿 𝟭: 𝗗𝗲𝗰𝗶𝗱𝗲 (𝗠𝗼𝗻𝘁𝗵𝘀 𝟭𝟮–𝟵) Begin with clarity of intent. Tell your board chair first and align on your timeline, goals, and communication plan. Define what “leaving well” looks like for you and for the organization. This is the quarter for reflection and design. What do you want your final act of leadership to accomplish? How will your exit advance the mission? Document your intent before you announce your plans. This partnership sets the tone for everything that follows. 𝗤𝘂𝗮𝗿𝘁𝗲𝗿 𝟮: 𝗣𝗿𝗲𝗽𝗮𝗿𝗲 (𝗠𝗼𝗻𝘁𝗵𝘀 𝟵–𝟲) Shift from being indispensable to being intentional. Strengthen the systems, people, and structures that will hold after you’re gone. Document the essentials. Audit leadership capacity. Identify where your organization depends on you too heavily, so you can fix it. Your goal is a team and board that can thrive during a transition. Start documenting the invisible relationships. Which donor needs a personal call before major decisions? Who on staff is ready for more responsibility but needs encouragement? What community partnerships require careful tending? This knowledge transfer happens best when there's no time pressure. 𝗤𝘂𝗮𝗿𝘁𝗲𝗿 𝟯: 𝗧𝗿𝗮𝗻𝘀𝗳𝗲𝗿 (𝗠𝗼𝗻𝘁𝗵𝘀 𝟲–𝟯) Now, it’s about continuity. Begin structured handoffs for relationships, responsibilities, and decision-making authority. Develop a donor and partner transition plan. Capture institutional knowledge in ways your successor can actually use. Invite others into leadership moments you once held alone. 𝗤𝘂𝗮𝗿𝘁𝗲𝗿 𝟰: 𝗖𝗹𝗼𝘀𝗲 (𝗠𝗼𝗻𝘁𝗵𝘀 𝟯–𝟬) End well so the next chapter begins strong. Conduct reverse exit interviews to hear what anything additional that needs attention before you go. Wrap up your transition checklist. Introduce your successor to major stakeholders and celebrate what you’ve built together. 𝗣.𝗦. The hardest part of a one-year exit? Keeping your energy high when you’ve already decided to go. But your final year can become your best year. As you build what can endure. #𝗘𝘅𝗶𝘁𝗟𝗶𝗸𝗲𝗔𝗕𝘂𝗶𝗹𝗱𝗲𝗿 #𝗡𝗼𝗻𝗽𝗿𝗼𝗳𝗶𝘁𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 #SuccessionPlanning