S2E8: Human-Centered Offboarding
Episode Description
How do we navigate the hardest moments in leadership, without losing sight of our values?
This week on Gather at the Well, Lindsey Fuller returns to explore a topic that doesn’t often get the care it deserves: offboarding. Whether it’s layoffs, transitions, or role closures, Lindsey reminds us that how we say goodbye matters just as much as how we welcome someone in.
She invites us into a more human-centered approach—one that acknowledges the weight of these decisions, the grief that can come with them, and the opportunity for real compassion, even in hard moments.
This episode is a brave, honest invitation to lead with heart—even when it’s hard. Because the way we part ways speaks volumes about the kind of culture we’re building. 💛
Listen to this Episode
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Episode Highlights:
Human-Centered Off-Ramps: Key Elements (10:50)
Communication and Transparency in Leadership (20:27)
Whole Person Supports During Transitions (30:02)
The impact of Compassionate Off-Boarding (40:10)
Affirmations:
I am enough.
I choose self compassion.
I am learning from my mistakes and the mistakes of others.
This decision does not define me.
I can take in the past and make the present more healing.
Homework:
Proactively externalize your human-centered offboarding plan—before the moment of need arises. Carve out time during a quieter season (like June) to gather with leadership and create a simple, four-part framework:
✨ Align on values and vision with leadership
🕰️ Outline timing + transparency strategies
📣 Map out your communication cascade
💛 Identify whole-person support offerings
The goal? To codify your organization’s values when things are calm—so when transitions happen, you’re not reacting, but responding with care. And it doesn’t have to be complicated. Think of it as a gentle guide to help your team navigate change with empathy and intention.
Powerful Quotes
“Not all workforce reductions are consensual, and good leaders lose sleep over these decisions.”
“Two things can be true: you can care deeply about the person or the organization, and still carry the weight of disappointment.”
“Transparency is the bedrock of trust.”
“Every employee deserves dignity and respect, right up to their final day.”
“I might be the first and only leader to hold this person with dignity, grace, and respect.”
“This decision doesn’t define me. I can honor the past and choose to make this moment more healing.”
“Be the kind of leader people remember for the right reasons.”
“We need to stay grounded in discipline and realism.”
“How someone experiences their exit says more about your leadership and values than it does about them.”
“Don’t poison the well. What you do in hard moments lingers.”
“Posting the role two weeks later sends a message that this wasn’t about finances.”
“Aim for this: they may not say everything was perfect, but they’ll remember being treated with care.”
“What becomes possible when we choose each other, even in the hard moments?”
“Offer formative data and feedback, not gotchas.”
“Everyone is watching. Even if their job is safe, they’re paying close attention to how you treat their peers.”