Leavers, Stayers, Arrivers
Are you a Leaver? Are any of your team members leaving, beginning a transition to a new school?
My family are Leavers. After 11 years in Hong Kong, and a total of 25 years in China, we will be moving to Japan. We are very excited about our move to Kobe, Japan, where my wife has accepted a job at the Canadian Academy. Admittedly, it is very difficult to give our full attention to our ‘Hong Kong’ responsibilities (teaching, consulting, parenting, marital, etc).
But, before we can fully transition as Arrivers in Kobe and fully embrace all the wonderful and new experiences that await us, we must successfully transition as leavers. We must also keep in mind how our departure will affect the stayers, a few of whom have experienced a great deal of loss since the pandemic. We must also be mindful that our children’s transition experience won’t be the same as ours and requires are undivided attention.
As a leader, we have a responsibility to ensure everyone has a healthy transition, not only because it’s the right thing to do, but because transitions negatively influence teaching and learning. Transitions are very consuming, both cognitively and emotionally, and not just for those ‘in transition’. As leaders we have an incredible amount of influence over how colleagues transition in and out of our communities.
A good friend and transitions care expert, Doug Ota, taught me, as well as tens of thousands of others, that:
You have to say a clear 'goodbye' to say a clear 'hello'
OR You have to grieve well to leave well.
This is Safe Passage Across Networks (SPAN) First Law of Transitions. I am a Board Member for SPAN, so I live and breath this Law, especially as an expat of 25 years.
Why is this important to you as a leader? A few reasons come to mind:
Acknowledging your colleagues’ transition will create space for them to talk speak openly about their experience;
Advocating to reduce workloads for colleagues struggling with their transition will ensure the responsibilities they do have will be given greater attention; and
Assisting disgruntled colleagues to leave feeling respected will demonstrate compassion and reassure stayers that we care for all community members.
If this post has struck a chord with you and you would like to learn more about how you can manage healthy transitions at this time of year, please read my previous post about Riding the Raft.
Like my wife and I, I hope you can be proactive in supporting your colleagues’ transitions. The support you provide transition staff will be paid forward to their students, their family, and their new colleagues.
