In my two decades of working with executives, I’ve witnessed just how dynamic the landscape of leadership has become for Australia’s executives and senior leaders. The Outplacement and Mobility 2024 Trends Report reveals that 73% of HR leaders surveyed globally are considering retrenchments this year. Economic shifts, heightened governance expectations, and a growing focus on capabilities such as digital fluency are transforming the very nature of executive roles. Data from the report surveying over 3000 HR leaders shows that ‘employers were retrenching employees’ while simultaneously engaging in a ‘war for future talent’. These changes mean that career transitions are no longer role-to-role moves, especially at the executive level. They’re strategic cross-industry leaps that demand a tailored approach to future capabilities.
For People & Culture leaders in Australia’s largest companies, facilitating these transitions isn’t just an off-boarding exercise. It’s an opportunity to retain invaluable experience, uphold organisational stability, and build trust within and outside the organisation. Through our executive transition work at Future Leadership™, I’ve seen that supporting leaders during these changes can in fact strengthen future careers and contribute to the resilience of the impacted leader.
How can we retain organisational IP and maintain trust with continuing employees?
Executive transitions come with a degree of complexity that requires a special kind of support. These individuals often hold critical knowledge, decision-making authority, and long-standing relationships. If lost, these can impact organisational culture and operations. For People & Culture leaders, this means approaching each transition with a strategic understanding of the ripple effects involved. We recognise that each transition is a strategic handover, one that must be as seamless as possible to maintain continuity and momentum in key projects.
- How can you codify organisational IP?
- How might you facilitate the open sharing of critical knowledge?
- How will decision-making authority be transferred?
- How might the high-touch handover of relationships be managed?
What are the unique and transferrable skills we need to amplify for the departing leader?
Through the Executive Transition Program at Future Leadership™, we focus on helping executives translate their skills and expertise to align with evolving role specialisations and industry trends.
A tailored approach to outplacement is especially important for senior executives, whose needs differ vastly from those of other employees. Traditional outplacement services often overlook critical aspects like executive presence, personal branding, and strategic positioning – essential for leaders stepping into the next phase of their careers.
Our program combines personalised coaching with the Future Leadership™ proprietary Executive Accelerator platform. This easy-to-use portal is designed to help executives maximise their potential through both digital and face-to-face engagement.
- We present a clear showcase to affected employees so they know what they are enrolled in, and what tools they can utilise
- Our programs include psychometric assessments that highlight transferrable skills and alert capability gaps that may benefit from development
- We provide access to practical career development tools, including strategic networking, personal branding and industry trends advice
For senior leaders, these elements aren’t optional—they’re foundational to navigating career movements with confidence and clarity.
Building Resilience Through Psychological Support
One of the most overlooked aspects of career transitions is the psychological impact. The Outplacement and Career Mobility Report reveals that burnout is a rising concern. ‘HR leaders are increasingly focused on burnout prevention, though 69% of employees still report team burnout, only slightly down from 72% the previous year’ (LHH, 2024). Leaving a high-level role can bring up questions about identity, value, and purpose. Executives in transition may experience a range of emotions, from anxiety to a sense of loss. For People & Culture leaders, it’s crucial to ensure that departing executives are supported through these challenges, which is why our program integrates psychological support.
Incorporating resilience training and stress management techniques into executive transition support can help leaders adapt more quickly and prepare for the emotional aspects of change. This is not only beneficial for the individual but also for the wider organisation, which benefits from a smoother and more positive transition process.
Looking Ahead: Developing a Future-Ready Talent Pipeline
Executive transitions aren’t just about filling roles; they’re about building a resilient leadership structure that can withstand change and adapt to the future. This means identifying high-potential leaders early, investing in their growth, and preparing them to step into senior roles when the time comes.
At Future Leadership™, we encourage People & Culture leaders to create long-term strategies that support succession planning and leadership development alongside outplacement strategies. This is not just a way to meet immediate needs; it’s an investment in the sustainability and adaptability of the organisation itself. (Australian Institute of Company Directors, 2022)
Supporting executives through their career transitions with care and insight is essential for People & Culture and all leaders committed to advancing both their teams and organisations. By approaching transitions with a structured, tailored program, HR can empower senior leaders to step forward with resilience, confidence, and a renewed sense of purpose. Through Future Leadership™ Executive Transition Program, we provide that guidance—supporting leaders to not only find their next opportunity but to embrace it as a pivotal point in their career journey.
Learn more about the Future Leadership™ Executive Transition Program here.
References:
Australian Institute of Company Directors. (2022). Building Future-Ready Boards and Leaders. Retrieved from [aicd.com.au]
LHH. (2024, October 31). 2024 outplacement and career mobility trends report. HRTech Cube. https://hrtechcube.com/2024-outplacement-and-career-mobility-trends-report-lhh/
