Sometimes staff members you have trained up, promoted, and rely on, leave. It’s a shaking experience that makes you question the way you do things.

Especially when it comes all of a sudden. It is similar to you going on a date. One night you have a wonderful dinner filled with laughter and a great time. You leave feeling more connected, but the next day she tells you that it’s over.

You feel shocked, betrayed, you blame yourself.

How do you handle this as a leader? Keep reading to find out.

Your role as a leader

As a leader, you need to be a talent magnet and a talent builder. You need to attract talent from all around and you need to foster growth in your team. This will help you to build a talent-filled team.

While you may be able to pick up when someone is not happy, many times people get poached by other companies and you are left shell shocked.

Use the situation as a learning experience. Move forward and grow, sometimes the best growth comes from pain.

Turn a negative into a positive

Turn someone leaving into a positive. Maybe it allows you to promote a team member who is ready for a new challenge or perhaps it allows you the opportunity to upgrade. There are many ways you can turn this negative into a positive, so you and your company come out stronger.

How to mitigate the risks of someone leaving

The first step is to understand the impact each individual has on the business. Understand their position and the risk of them leaving. Understand and gain clarity on how them leaving would affect the company and its ability to continue.

Risk mitigations could include longer notice periods, insurance products, or having them train another staff member.

Protect the golden goose.

The main focus of you as a leader is to protect the golden goose. The golden goose is the business, the thing that provides you with eggs and life. It is crucial for you to put aside your feelings and make the decision that is in the best interest of the golden goose.