when a leader leaves suddenly

Today's thinking about when a leader leaves suddenly comes from two different situations: the first is when a leader leaves under duress or from being suddenly dismissed...and the other comes from when a leader has a sudden death.  The first occurs on a regular basis and is something I frequently read about in the higher education news outlets.  The second has been brought home to me over the past several days during a visit to Bellarmine University in Louisville, KY where on March 1, 2016 President Joseph McGowen died suddenly after serving there for 26 years as president.  Both are tragic...both are unexpected...and both have consequences for the organization.

When a leader suddenly departs, there is much that needs to be done to allow the organization and its members to mourn AND to keep the organization moving forward in its mission.  First a few thoughts on moving forward:

• someone needs to take charge, and that person needs to be named by the Board (assuming there is a Board in place).  There should be no hesitation in this action - it should be swift and direct.
• give people time to grieve and process the sudden loss.  This includes time together and time separately.
• understand that everyone will grieve in a different way.  Allowing space and time for individuals will go a long way in the healing process.
• realize that productivity may go down for a time as people spend more time talking with each other than on their assigned tasks.
• get back to normality (or at least the new normality) as soon as possible.  Routine can often be a great healer of pain and sorrow.
• be clear and direct about what needs to happen moving forward.  The person who is now leading the organization is its leader...and should act in an appropriate manner.
• do not forget the one who is gone.  It is okay (and even encouraged) to talk about the leader who is now gone.

Here are a few thoughts on how to prepare ahead of time for a sudden departure:

• have in place a written emergency succession plan that identifies what needs to be done and who should be doing it.  Make sure that everyone knows who that named person is and then train that person in the tasks of emergency leadership.
• leaders should take care of themselves.  While there are some things one can never prepare for, leaders can work to stay healthy and keep themselves away compromising decisions and actions.
• talk about it with the team and the Board.  Organizations must face the fact and think about the "what if" situation and how they would best respond.
• ensure that leadership of the organization does not rest in the hands of one person.  Including others in regular operations and leadership prepares them to take charge when needed.

It is my prayer that organizations do not have to face this type of leadership transition.  It is hard..it is disruptive...and it can take a toll on people.  One of the great paradoxes of leadership is that those chosen for such a role must lead in a manner that reflects they will be there a very long time while at the same time understanding that they might not be there tomorrow.  Such is the way of leadership.