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We know the fight for talent is continuing, so don’t be afraid to express your sadness at their leaving Think of it this way, when a customer leaves you, what would you do to get them back? it’s a two part approach, some questions asked by their leader at the time of resignation and when leaving

You need a bit of head wind to evolve and grow.

signalling apprehension, a distrust, so I had to dig deep, to challenge my perspective, that it wasn’t bias loaded When leaders struggle to explain their decisions with facts; explanations that leave you wondering what's

positive, it’s being aware of when I need to check-in on myself, to recharge and plug those energy leaks

It’s an autopilot response, someone leaves, search the talent market to replace them.

If I combine this and some of my reading from Daniel Goleman's Primal Leadership, HBR's "The Resonate Team Leader" and a few other blogs, perhaps the below is a good head start?

As a result, they make more conscious decisions that are likely to lead to greater wins, for the organisation

And then we head back to the office and continue to experience pockets of high and low engagement, weak And when we leave the office, we shut off and we stop leading ..... until morning comes.