A job well done: knowing when your work is complete.

In the last few months, I have taken a huge leap- deciding to leave my job at an organization I love, the incredible leadership team I built and my role as a leader in the mental health and housing space- at a time when our work has never been more relevant.

For the last five years I have been researching a very specific type of transition- the departure of a founder or long-time leader (15+ years ) at nonprofit organizations. My interest began with my own experience and, in seeking a community of peers, observing clear patterns and themes, and identifying opportunities to increase the stability of our sector as we continue to move through a time of unprecedented leadership transitions.

While my observations are specific to leaving an executive position, I think they can apply to anyone thinking about leaving their role. When you are the CEO or Executive Director, the impact to the organization is significant- your decision about when and how to leave becomes another part of your contribution and critical to the future of the organization.

Signs that it might be time to move on:

1.      You’re not working in your strengths.

Every organization moves through phases of development and each phase requires different skills. I’m a huge fan of the Clifton Strengths™ theory, that when you’re working within your strengths, your work gives you energy, focus and inspiration.  When you have energy, you can tackle the things you aren’t as good at, and see the results of your hard work, which can keep you going.

Just as working within your strengths gives you energy, working in areas that are outside your strengths, is depleting. While it’s important to grow, learn and develop areas that you don’t naturally thrive in, spending too much time in those tasks is exhausting.

At the same time, the work that needs to be done is the work that needs to be done.

Over time, my work has depleted me. While I am still energized by the bigger picture and the people I work with, I’m increasingly frustrated with the pace of change and I’m having a hard time finding the motivation to do the work it will take to achieve our goals. While my goals and vision were crystal clear when I started, it’s getting murky and feeling less possible. If I’m not energized, I can’t lead an energized, engaged, high performing team- the most important job I have.

2.      You’re feeling disengaged, even if you desperately don’t want to be.

In our society we are trained to ignore and push away our difficult and confusing emotions. Often, we get stuck in shame- thinking that something is wrong with us- rather than seeing distress as an opportunity to explore deeper, and listen to what the wisdom our bodies and emotions are trying to tell us.

Feeling bored, dreading work, ruminating on a problem and avoiding tasks can be interpreted as the need to lean in more, find a better solution (hello, the perfect organizer and planning system) rather than a sign that it’s time to move on. The result of getting stuck in this pattern of avoidance and working harder to catch up, is resentment and assigning blame where it’s really not warranted.

3.      You’re really proud of what you have accomplished…

Oh, my goodness, I am so proud. When I started this chapter of my life at Guild, I could not have imagined what we were going to accomplish. Even though the job I accepted was very different than the job it turned out to be, I wouldn’t change my experience for the world. Beyond the accomplishments Guild has achieved under my leadership, my hard work and dedication over the last six years has led to a level of self- awareness, confidence and clarity of purpose that I have never known before. Before I came to Guild I was addicted to achievement, and public accolades. Nothing was ever enough. The results of my work at Guild are solid, tangible and will live on as the organization continues to evolve and grow. For this, I don’t need accolades, or even acknowledgement, I am proud of myself.

4.      …and not as excited about the future.

Part of my deepest fear in leaving is that a new leader will come in, see all my blind spots and all the possibilities I couldn’t see. That’s my ego talking. The best thing I could imagine for Guild is to have a new leader come in, see all of my blind spots and be intoxicated by all the possibilities for the future. This is the power of change.

As much as I love Guild, my team and the vision I have for the future, it just doesn’t feel like mine anymore. And that’s okay. I’m sure I will have pangs of regret as I watch and cheer Guild on from the sidelines, but that doesn’t mean I should stay or that my time wasn’t valuable or important.

It's easier to stay, at least in the short-term.

As humans we crave certainty, stability and routine. When you’re the leader of an organization, it is never the perfect time to leave, and your leaving imposes a lot more work, and uncertainty, on other people.

It was important to me that I leave before I was actually done. When I say “actually done” I mean before I didn’t care anymore. Before I couldn’t give enough notice for the organization to absorb, adjust and execute a thoughtful transition. Before I couldn’t earnestly and intentionally lead my team through this period of unknowns. Before I couldn’t be available to support the person who I will be handing the baton to in the next leg of Guild’s future.

Embracing uncertainty

Along with my team and organization, I am facing an uncertain future, and while that can be unsettling, it can also be invigorating. Just as I am creating space for a new leader at Guild, I’m also creating space for me. As I talk with long-time leaders and founders of organizations, it’s clear that these roles can consume our lives, and narrow our field of vision, making it incredibly difficult to envision another path or tap into the energy we started with at the beginning. Even if we’re not fully engaged in our work, our work is fully engaged with us and this creates the illusion of progress, the all encompassing busy-ness, and it’s really easy to get stuck and risk languishing.

If any of this resonates, know that you aren’t alone, that leaving is okay and a normal part of the process. All tasks have a beginning, middle and end- and endings are really just beginnings.

Cheers- to the unknown and to always moving forward.