Imagine this scenario: you’re sitting in a routine meeting, mentally going over all the upcoming responsibilities and tasks ahead of you, when a fellow leader drops a bombshell: they’re leaving. In that moment, many emotions may rise up — shock, anger, fear, overwhelm, sadness.
Just beyond those emotions, though, are a lot of practical questions — What does this mean? What will it mean for our team? What are my best next steps? As you sort through the emotional and the practical, consult this roadmap for navigating a sudden leadership resignation. These 10 steps will help you cut through the overwhelm and move through the transition with calm, clarity, and a clear-eyed determination to keep your organization thriving.
From Sudden Resignation to Outstanding New Leader in 10 Steps
#1 – Take a Moment to Process
When a leader leaves, it can stir up a lot of emotions. Before you do anything, take a deep breath. Recognize the emotions that are coming up for you, and accept them as completely normal. It’s normal for a sudden resignation to create stress — and, at the same time, many hospitals have dealt with a similar situation before. Take comfort in knowing you’re not alone and in seeing the bigger picture.
#2 – Schedule a Candid Conversation
Make sure to have a candid conversation with the resigning leader before their last day. Harvard Business Review author Dina Denham Smith suggests scheduling the conversation a few days after the announcement, using the phrasing, “I respect your decision, and I’d like to learn what’s propelling you to leave. Could we schedule a follow-up meeting in a few days once I’ve had a chance to process this?” This will give you the chance to gain critical feedback that could improve your health system. You can also ask the leader about the reasons they are leaving and, if appropriate, make a counter-offer to see if they’ll stay.
#3 – Put Together an Immediate Communication Plan
It’s important to make sure the leader’s direct reports find out about the transition in an appropriate, respectful way. Work with the resigning leader to create a plan for communicating with direct reports and other relevant stakeholders promptly.
#4 – Evaluate Your Short-Term Needs & Create a Transition Plan
The 2-3 weeks before a senior leader leaves is a critical time period. Spend time with the departing employee to get a sense of their daily responsibilities and long-term projects. Consider:
What are the immediate gaps that need to be filled?
Who can take over critical functions?
Who should the departing leader share institutional knowledge with? Who can they train on specific duties in the upcoming 2-3 weeks?
Should someone be named interim leader? If so, who is available and qualified to take on the role?
#5 – Evaluate Your Long-Term Plan
Though unplanned, a sudden resignation presents a unique opportunity to re-evaluate your long-term plan and the structure of your hospital team(s). Take a close look at your succession plan and see if you’d like to make any changes. Have candid conversations with current members of the leader’s hospital team to find out about potential process improvements and desired changes.
#6 – Evaluate Your Current Team
Before starting an executive search, evaluate your current team members and team structure. Are any internal promotions in order? Does a reorganization make sense? Decide on any internal changes before moving to an external search.
#7 – Make a Hiring Plan
When you’re ready to start the hiring process, create a plan. You may want to form a search committee that includes board members, senior executives, and other relevant stakeholders. You’ll also want to use the information you’ve collected to define the qualifications and characteristics you’re looking for in a new leader. And, you’ll likely want to reach out to a healthcare executive search recruiter who can supply your search committee with outstanding candidates.
#8 – Start Searching
Work with your healthcare recruiter and executive search team to schedule interviews, evaluate candidates, and keep the search process moving forward. When a suitable candidate is identified, partner with your healthcare recruiter to extend a generous offer and negotiate competitive terms around compensation and benefits.
#9 – Begin the Onboarding Process
Once a new leader has accepted the role, set the onboarding train in motion. Communicate the new leader’s appointment to all stakeholders and reassure employees that the organization is moving in a positive direction. At the same time, help the leader have a smooth transition by providing necessary information, introductions, and resources to help them understand the organization’s culture, operation, and challenges so they can hit the ground running.
#10 – Conduct a Post-Search Analysis
When the search is over and done, don’t forget this step! A post-search analysis can help your team identify lessons learned and future areas for growth in succession planning and leadership development.
An unexpected resignation can be surprising, but it doesn’t have to be a crisis. Following these steps can give you a sense of control, clarity, and reassurance as you navigate the unexpected transition.
Have you had a healthcare leader resign unexpectedly? We can help! Schedule a 30-minute consultation with one of our associates to discuss your options and best next steps.