The HR leaders who plan early, treat others with dignity, and seek guidance from experienced partners will be the best prepared to navigate executive exits.

By Katie Morgan 

In today’s fast-moving business landscape, change is constant—and nowhere is that more evident than in the C-suite. Executive turnover continues to surge, with CEOs leaving companies at record levels in 2025. As these transitions become more frequent and more visible, CHROs are being called to manage not just succession, but the full scope of leadership change. This includes a critical, often underestimated phase: the exit. 

Former Voya CHRO Kevin Silva believes, “The impact of getting an executive exit right couldn’t be more significant. It not only affects the executive who’s moving, but it affects everyone else in the organization.” 

The Way Leaders Leave Matters 

CHROs have long been champions of succession, identifying future leaders, assessing readiness, and preparing the next generation. But increasingly, they’re recognizing that how an organization supports its departing leaders is just as vital. It’s a reflection of values, a signal to stakeholders, and a moment that can either reinforce or disrupt culture. 

As Michael D’Ambrose, a former three-time Fortune 50 CHRO, puts it, “How we treat people on the way out says everything about who we are as a company. Everyone watches how it happens.” 

Indeed, the way a company navigates executive departures isn’t just a cultural indicator that has real implications for reputation and performance. McKinsey estimates that poorly managed CEO transitions can erase up to $1 trillion in market value annually across S&P 1500 companies. 

The Missed Opportunity in Executive Exits  

Despite the high stakes, many organizations still focus almost exclusively on the incoming leader. This narrow focus can leave valuable insights untapped, relationships unleveraged, and culture vulnerable. 

Outgoing leaders often hold deep institutional memory, trusted networks, and wisdom—assets that, if not preserved, are lost. 

The Shift Toward Smarter Transitions 

The urgency for change is clear. According to McKinsey, only 29% of U.S. organizations feel they adequately support leaders during transitions—a gap that leaves much at risk. 

Forward-looking companies are shifting their mindset. Leadership transitions are no longer viewed as a simple matter of succession planning. It’s not just about who’s stepping in; it’s equally about who’s stepping out. 

“We probably invest a lot more in onboarding and I think people are beginning to realize that investing in offboarding, as well as part of transition, is equally important,” says Michael Fraccaro, former Mastercard CHRO. “In fact, it’s probably even more important if you look at it because it gets into the whole aspect of the culture and how people are remembered.” 

Modern HR leaders understand that a well-managed exit can transform a departing leader into a powerful brand ambassador who continues to represent the company’s values and reputation in their next chapter. 

Best Practices for Executive Transitions 

• Start early.  Align on timing, succession readiness, stakeholder impact, and legacy priorities well before the public announcement. Proactive planning protects enterprise value and minimizes disruption. 

• Treat the departure as a leadership moment. Approach knowledge transfer, stakeholder continuity, and cultural stewardship with the same discipline applied to succession planning. Insights and relationships should transition intentionally. 

• Shape the narrative with intention.  Communicate a clear, values-aligned story that honors contribution while reinforcing confidence in future leadership. In moments of change, clarity preserves trust. 

• Support both the enterprise and the individual. A well-managed exit strengthens culture and enables the departing executive to transition with purpose, preserving long-term reputation and brand equity. 

To Lead Well, Help Others End Well 

Helping an executive close one chapter and begin another with clarity and purpose showcases strong leadership. Those who plan early, treat leaders with dignity, and seek guidance from experienced partners are better equipped to navigate these pivotal moments. 

Now, as leadership transitions are more common and more consequential than ever, it’s time to give the exit the attention it deserves. 

Katie Morgan is a partner at MyNextSeason and a highly accomplished Fortune 50 executive with nearly 30 years of expertise spanning human resources, risk management, finance, and audit.