Leadership is often defined by the milestones we celebrate – growth, promotions, new hires and major wins. But in truth, one of the most telling moments of leadership happens quietly, behind closed doors, when someone leaves the organization.
How we handle exits says more about our integrity and sophistication as leaders than any strategy document or keynote ever could.
I learned this lesson during my years at Intuit, where one of our operating values was “Integrity Without Compromise.”
I led high-performing teams filled with incredible talent, and sometimes those talented people wanted to pursue opportunities beyond the company. Rather than seeing that as disloyalty, we approached it with honesty, empathy and transparency. Those conversations weren’t always easy, but they reflected the very essence of integrity – doing the right thing, even when it’s uncomfortable.
That experience stayed with me. I’ve carried it into every leadership role since. An employee’s final chapter should be written with as much care as their first. Too often, it isn’t. I’ve seen talented leaders and dedicated employees ushered out under a cloud of shame or secrecy with their contributions forgotten and their dignity overlooked. In those moments, I believe the true character of leadership is exposed.
Let’s be honest: departures are uncomfortable. They stir emotion and uncertainty. However, avoiding those conversations doesn’t protect anyone; it only erodes trust.
If an employee expresses aspirations that lead elsewhere, that should not be seen as betrayal. It’s growth. Great leaders lean into those moments. They offer mentorship, introductions and encouragement. When employees feel safe to talk about their goals openly, they don’t just leave on good terms, they become lifelong advocates for the organization they’re leaving behind.
The same principle applies when the decision to part ways comes from the employer. No employee should ever be surprised when that conversation arrives. If we’ve been transparent about expectations, performance and fit, then departure should feel like a continuation of dialogue, not a sudden verdict. Compassion doesn’t dilute accountability.
Sophisticated leadership understands that endings matter. The tone we set when someone exits ripples through the organization. It shapes morale, reputation and culture. Every departure is a story employees tell at dinner tables, in interviews and on social media. The question is, what story will they tell about you?
So, the next time you face that difficult conversation, remember that it’s not just an ending. It’s a reflection. Lead it with honesty, empathy and, above all, integrity – without compromise.
Cheryll Watson is the president & CEO of Junior Achievement Northern Alberta and a recognized thought leader in economic development. She previously served as vice president of Innovate Edmonton and ran for mayor of Edmonton with a platform focused on economic growth, downtown revitalization and stronger partnerships between business and government. Cheryll also serves as chair of the Downtown Revitalization Coalition and board chair of STEM Collegiate. She believes in empowering the next generation of leaders and is known for championing free enterprise. Cheryll is passionate about building a city that supports both business and community.
