A definite trend is developing among senior leaders stepping back or repositioning into different roles, many with less responsibility and less pay. Why?
From my perspective, it is a combination of burnout, high expectations, and little organizational support. The pandemic was difficult on all of us, including leaders. I speak from experience.
As a Chief Executive who led during the pandemic, there were a lot of unknowns for all of us and leading teams through this was stressful.
Change is constant but during the pandemic, it hit us like giant waves from almost every direction, every day! From implementing remote work, expanding technological support, maintaining engagement with customers and employees, ensuring productivity continued, and establishing new processes and procedures. What was supposed to be 2 weeks turned into 2.5 years and completely altered the workplace. All of these negatively impacted leaders mental and physical health as well as family relationships.
Many senior leaders in the C-suite expected routines and processes to return to “normal” pre pandemic operations. In most cases, that has not happened, and leaders are now faced with navigating the “new normal” as employees redefined personal and professional success.
But employees were not the only ones who redefined personal and professional success as a result of the pandemic, some leaders did as well. I was one of them. I choose to retire. I had several opportunities for other chief executive or senior roles, but I wanted to experience life on my own terms. I worked for more than 30 years and while I still have much to offer, I believe I can do that on a different path. And I am, with more time for family and less stress.
Have I seen more of my senior colleagues’ pivot, yes. The reasons include those I noted above, and, in a few cases, they did so to mentor the next group of leaders, which I think is very smart. In these cases, they knew the organization needed different perspectives in leadership, but they can also provide support and encouragement for the new leaders.
I watched senior colleagues who worked for 40 or more years and when they finally left, they were tired. And often, these leaders stuck to the conventional leadership style they knew which was not good for the organization.
There are always risks to transitioning. It is better to control the decision than have it forced on you. Most C suite leaders know that there is always a chance they will be pushed out. So, why not prepare and ensure you are comfortable, and make the change on your terms. Stepping out from a senior leader role also means understanding that you are no longer the final decision maker. That can be more difficult if you have not thought about it.
I think the changes occurring in senior leadership mirror that of what is happening with employees. The pandemic showed us that life is about living. Work is a part of that and can enhance it but should not dominate it. This is significant departure from previous generations viewpoints. It was slowly happening, the pandemic exacerbated it.
While money will always be important, power, perks, and competition are no longer the primary drivers. Leaders and employees of today and tomorrow are driven by purpose and impact. They want to matter and make a difference.
Relational leadership and management authority Cheryl L. Mason, J.D. is a TEDx speaker, author and CEO and Chief Catalyst of Catalyst Leadership Management—a firm helping CEOs, senior leaders, companies and teams lead with authenticity and empathy while leveraging strategy, analytics, vision and change management to realize record-breaking results.
As the fourth Presidentially-appointed, Senate-confirmed—and the first woman and military spouse—to serve as the CEO /Chairman of the VA Board of Veterans’ Appeals, The Honorable Cheryl L. Mason has a proven track record of leading with an impactful morale-boosting, trust-based, people-centric approach. Mason also authored the acclaimed book “Dare to Relate: Leading with a Fierce Heart” centered on cultivating strong workforce relationships, She can be reached online at www.catalystleadershipmgmt.com
Thank you,
Glenda, Charlie and David Cates
