Is this narrative relevant to you?

Have you enjoyed working for your employer? Do you wish for the company to flourish after your departure? Are you a CEO or founder contemplating leaving your own organization? If you’re considering resigning, transitioning to a new position, or embarking on a new venture, this article is tailored for you.

Personal Context: Founding Dementia Adventure

In 2009, I co-founded Dementia Adventure with my spouse, Lucy Harding. As the CEO, I guided the organization through a decade of growth, earning both national and international accolades. By 2019, our income surpassed £1 million, placing us among the top 3% of charities in the UK.

That same year, Lucy and I resigned and moved our family to a small coastal town in Northeast Scotland, a place we had no prior connection to. We faced the challenge of relocating with two young children, two aging parents, and two houses, all without having secured new jobs.

Now, two years later and settled in our lovely Nairnshire community, I’d like to share my insights on the best way to resign from a job. While you may be ready to leave, it’s crucial that both the organization and your work continue to prosper after your exit.

Reasons for Leaving

What motivates your decision to leave? You can categorize these reasons into push factors and pull factors.

Who Comes Next?

One aspect that often goes unnoticed when resigning is considering who will fill your position. The more senior your role, the more you should reflect on this. Think about the characteristics and skills that would enable your successor to lead the organization into a positive future. Visualizing the ideal candidate can assist in future recruitment efforts.

Communicating with Your Boss

Everyone has a superior. As CEO, my boss was the Chair of the Trustee Board. The relationship between a CEO and Chair is critical to an organization’s success. Your boss may or may not anticipate your resignation. Consider their perspective; they will be grappling with the impact of your departure and how to inform the team, as well as the potential need for future recruitment.

Always approach your boss in person. Be transparent, honest, and considerate. Focus on what’s best for the organization during this transition. Collaborate on a timeline and plan for how to communicate your departure to the team.

Informing Your Team

Equality is key. You want to avoid having repetitive conversations about your departure, as this can lead to mixed messages. Plan a gathering to share the news collectively.

Before the meeting, anticipate the questions your team may have and prepare your responses. Deliver these FAQs verbally and follow up with an email to ensure consistent messaging. Coordinate with your boss for this announcement, so everyone receives the same information at once. Address their immediate concerns and provide them with a senior contact for any further queries. You’ll feel relieved once everyone is informed. While deciding to leave may not be the hardest part, communicating it can be challenging. However, once shared, the burden lifts.

Handover Process

As a founder and CEO, I recognized how much organizational knowledge I held. I worked to create systems that could preserve this knowledge for future transitions. For instance, I developed a research database to make our work accessible to the team.

The new hire may not require extensive handover notes, but they will benefit from a well-organized, searchable system. Tools like G-suite can significantly aid their onboarding. Leave a clear trail and links to essential resources, enabling your successor to hit the ground running.

Also, avoid prolonging your departure. While you shouldn’t leave abruptly, an extended transition can hinder the organization’s momentum. Agree on a departure date with your supervisor and concentrate on preparing the organization for your exit.

Creating a Fitting Conclusion

Every story deserves a beginning, middle, and end. It’s part of your responsibility to ensure a proper conclusion to your time with the organization. As difficult as it may be, allowing your colleagues to celebrate your achievements and bid you farewell can provide essential closure.

Don’t Look Back

Once you’ve made the decision to leave, focus on your future. Historically, those who ventured to new lands had no way to return; they could only look ahead. Remind yourself of the positive aspects that motivated your departure and envision your future in vibrant detail.

Offer to write references and remain an ambassador for the organization, but resist the urge to linger in an advisory capacity. Allow your successor the space to thrive without your shadow.

In Conclusion

Leaving an organization you care for can be challenging. My experience with Dementia Adventure taught me valuable lessons. To ensure a successful transition for both your work and the organization, consider these essential steps before resigning:

1. Identify your push and pull factors and assess their significance to you.
2. Communicate with your boss and team, understanding their perspectives and preparing for various questions.
3. Ensure you genuinely depart—say goodbye and close the door behind you.

We often believe we are irreplaceable and possess unique skills, but in reality, many individuals are well-equipped to take over your role. Your departure can provide them an opportunity to excel.

What small action can you take now to make your resignation a positive experience?

> “Sometimes the smallest step in the right direction ends up being the most important step of your life. Tiptoe if you must but take a step.” – Naeem Callaway

Neil Mapes Bio

Marathon runner, sea swimmer, and aspiring dinghy sailor. Social entrepreneur and founder of Dementia Adventure, currently leading Green Hive in Nairn, Scotland.

Find and Follow: @neilmapes

Explore his previous and current work projects on his LinkedIn profile.

Watch and share his TedX Talk titled Thinking Differently about Dementia.