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Overview

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. 💛

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."

Key Takeaways:

Compassion and self-care are crucial for delivering/receiving news.
Leadership alignment is essential for effective communication during workforce changes.
Timing and transparency can significantly impact the experience of those affected by layoffs.
Whole person supports can help ease the transition for departing employees.
Treating departing employees with dignity can foster goodwill and future opportunities.
Employing harm reduction practices can minimize the trauma associated with layoffs.

Today’s Speaker

Lindsey Fuller, Executive Director of The Teaching Well

“Transparency is the bedrock of trust.”

— Lindsey Fuller, Executive Director of The Teaching Well.

Episode Transcript

Download Full Episode Transcript Here

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)

Powerful Quotes

“Not all workforce reductions are consensual, and good leaders lose sleep over these decisions.”- Lindsey Fuller

“Two things can be true: you can care deeply about the person or the organization, and still carry the weight of disappointment.”- Lindsey Fuller

“Every employee deserves dignity and respect, right up to their final day.”- Lindsey Fuller

“I might be the first and only leader to hold this person with dignity, grace, and respect.”- Lindsey Fuller

“Posting the role two weeks later sends a message that this wasn’t about finances.”- Lindsey Fuller

“"If they can come from a place of respect and not resentment, it will accelerate their impact for good." - Lindsey Fuller

"Scaling sustainably is more important than rapid expansion." - Lindsey Fuller

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.

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