More and more leaders — and their teams — are asking “What’s next?” Is it time for an internal move? A different path? Or maybe you’re wondering if your role has simply run its course.
In 2025, this isn’t just an individual dilemma — it’s a growing trend. 56% executives say they’re likely to leave their current role within the next 2 years; 27% say they’re considering it in the next 6 months (Gartner). And in January alone, a record-breaking 222 CEOs stepped down globally (Forbes). That’s a whole lot of crossroads.
So, what’s behind it?
👉 Stress – 60% of leaders report feeling drained, especially as economic & geopolitical uncertainty adds pressure (People Insight).
👉 Lack of growth -Leaders want a new challenge.
👉 Misaligned values- Many leaders are feeling disconnected from their business’s cultural direction (Gartner).
👉 Rising demands -CEOs are under increased scrutiny from boards, investors, and media (Russell Reynolds) — and that pressure is trickling down through the wider leadership team.
At the same time, retaining leaders remains crucial. Stable leadership teams outperform peers in revenue, customer satisfaction, and organisational health. But replacing them is risky — 47% external executive hires struggle, and 35% of internal moves fail (DDI).
Yet too often, businesses try to solve this with a pay bump. Sure, it might buy a brief feel-good moment, but it rarely addresses the deeper question: “Why am I still here?”
Effective retention requires genuine alignment with the company’s direction, visible opportunities to grow, meaningful influence, and the space to evolve with the business. Succession planning, board alignment, and business pivots all play a role. And sometimes, the most strategic and respectful move is to support an executive at their crossroads — helping them move on with dignity. Recognising that moment early matters — it protects performance, culture, and reputation, and gives everyone the time to make thoughtful decisions before urgency takes over.
If you’re a leader at a crossroads, remember: it’s a signal, not a setback. Sometimes the path ahead feels foggy, the signs unclear, and the GPS a bit glitchy. But you do have good options — even if they’re not clear just yet. A good coach can help you reflect, reconnect with what matters, and navigate your next move with confidence.Because navigating crossroads is always easier when you don’t go it alone.
And if you’re an employer sensing your leaders are wavering, don’t wait for the resignation letters after bonus season or vested equity. Start the conversation now — it might just be the turning point you all need.
Whether you’re exploring how to better retain your leadership team, or you’re a leader personally navigating your own crossroads, I’d be happy to have a no-pressure, confidential chat. Sometimes one conversation is all it takes. My door’s open.
