One of the most fulfilling roles I’ve ever held was working in career transition. Not just leading the team, but being in the work myself, sitting with clients, listening to their stories, and helping them chart their path forward.

I’ve supported corporate clients in making tough decisions, guiding them through planning, communication, and the human side of organizational change. And I’ve sat across from individuals on the day they lost their job, helping them take the first step toward what’s next.

There are many stories I could share, but one stands out.

I was onsite when an executive was being released. After the meeting, I walked with him back to his car. He looked at me and said, “You have the worst job in the world.”

I paused and replied, “Days like today are hard. But what I know, and one day you will too, is that you will move forward from this day. And I feel privileged to walk alongside you.”

And that’s what I did. Over the weeks, he moved through the very normal change curve that comes with job loss. We updated his résumé and LinkedIn, built a networking plan, and had some of the most honest conversations. Eventually, he landed a great new role. On his last day in the program, he said, “I see now why you love this job so much.” And he was right, I did.

The truth is: transitioning out of a job looks different for everyone. Some need more time on the emotional journey, others want to dive right into the mechanics of job search. Some take time off to reset, while others jump straight into networking. There’s no single right way, only the way that’s right for them. What matters most is having the right support, the right tools, and the right people walking alongside. Years later, many don’t remember the résumé advice or the LinkedIn tweaks, but they do remember how they were treated, and whether someone showed them kindness in one of the hardest moments of their career.

That’s the individual side of career transition. But there’s also a critical benefit for organizations. Managing a release well isn’t just about minimizing legal or reputational risk, though it certainly does both. It’s also about protecting culture and trust. The people who remain are watching. How their colleagues are treated sends a powerful signal about the values of the organization. Investing in outplacement and transition support is one of the clearest ways a company can show that even in the hardest moments, people matter.

At Leaps&Bounds, we believe career transition is more than an ending; it’s the start of something new. And it’s our privilege to walk beside both the organization and the individual on that journey.