As The Grossman Group celebrates 25 years, Ragan is partnering with them to share the top attributes they see in modern leaders today.
Modern leadership attribute No.17: Making career transitions work: A leader’s guide to supporting growth
Career changes come in many forms. Sometimes, it’s growing into a new role while staying with the same leader and team. Other times, it means moving to a new department with different leadership. Both scenarios represent significant personal transitions.
As current or future leaders of these employees, our role is to help them see these changes as growth opportunities while ensuring they feel supported through the journey — whether we’re helping them grow within our team or preparing them for success elsewhere in the organization.
Here are some of the most common questions I hear from leaders about managing career transitions:
Q: Why do employees hesitate to pursue new opportunities even when they’re clearly ready?
A: Les Landes, a colleague of mine, shares a powerful insight: “It’s not that people resist change. People resist being changed.” When employees feel pushed into a new role or career direction without input, resistance naturally follows. This is true whether they’re considering a new role on their current team or a move to a different department. The key is helping them explore opportunities and make informed choices about their growth path while assuring them that you’ll support their development — even if that means eventually losing them to another team.
Q: What’s the importance of a development plan for every employee and regular developmental discussions?
A: Development plans provide both direction and accountability for growth. When every employee has a clear plan, they understand exactly what skills they need to develop, what experiences would benefit them, and what success looks like. Regular discussions about these plans — monthly at minimum — keep development active rather than something that’s only discussed during annual reviews. These conversations also help you identify when someone’s ready for new challenges before they become restless or look elsewhere for growth.
Q: When should we start discussing career changes with employees?
A: Earlier than you might think. Start by exploring possibilities — discuss aspirations, potential paths and concerns openly. Then, create a development plan and maintain regular check-ins. Finally, evaluate progress as you go, celebrating early wins and adjusting support based on what you learn.
Leader Self-Check Questions
Before your next career development conversation, ask yourself:
- How am I helping employees explore growth opportunities?
- What support systems do I have in place for transitions?
- How am I recognizing progress and celebrating growth?
- Where might fears or concerns exist, and how can I address them?
- What’s my plan for ongoing development support?
Remember: Career transitions aren’t something that happens to your team — they’re opportunities you explore together. When employees feel supported in their growth journey, they’re more likely to take positive steps forward.
If you found this framework helpful, you’ll appreciate the insights in David Grossman’s new book, The Heart Work of Modern Leadership, which is being published in 2026.
Click here to learn more and put your name on the list to be among the first to get updates on pre-sale.
About The Modern Leader series
Discover actionable insights released biweekly, designed to help you elevate your own leadership impact and drive the business results you seek.
So, how do you know if you’re a modern leader?
Modern leaders stand apart through their ability to balance head and heart in today’s complex workplace, integrating emotional intelligence with strategic thinking.
New research with The Harris Poll (publishing Summer 2025) shows only 30% of leaders truly meet their teams’ evolving needs — but that elite group leads with “their heart IN their head” and consistently demonstrates six key differentiators.
They:
- Lead with gratitude.
- Listen and empathize.
- Foster an inclusive culture.
- Communicate with context.
- Connect strategy to employee growth.
- Enable employees to meet the moment.
To see additional ways you can differentiate yourself as a modern leader, check out the collection of modern leadership attributes (added bi-weekly) here.
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