When Everyone’s Quitting … Except You
When widespread resignations leave established employees surrounded by newcomers, long-tenured leaders can be unfairly seen as relics of the past. Drawing on a client example, the author explains how to manage that perception and remain influential: proactively demonstrate curiosity and up-to-date skills, take visible risks through strategic projects, reframe institutional knowledge as a competitive asset, and invest in relationships with new colleagues by mentoring and listening. He advises creating a narrative that links past accomplishments to future priorities, seeking sponsors, and showcasing learning through small experiments. The goal is to replace the “long-timer” label with an image of adaptive leadership capable of guiding change while leveraging deep organizational knowledge. The piece offers practical steps for reframing your role, balancing continuity and innovation, and intentionally communicating contributions to stakeholders.