In education leadership, we spend a great deal of time talking about how to enter a role. We prepare for first impressions, 90-day plans, and vision-setting. What we discuss far less is how to exit a leadership position, especially when that exit is unexpected.

Unplanned departures happen at every level of education leadership. Sometimes the role is not the right fit. Sometimes board direction changes. Sometimes a leader realizes that staying would require compromising personal values or well-being. These experiences are more common than many are willing to admit, and they raise an important question: how do you lead forward after leaving a role you did not plan to leave?

Leaving does not mean you failed. Failing to learn from the experience, however, can limit future opportunities.

A leadership reality we do not talk about enough Unexpected exits often carry stigma. Hiring teams notice shortened tenures, and thorough reference checks almost always surface the circumstances surrounding a departure. That scrutiny is not personal; it is part of responsible hiring.

What matters most is not the exit itself, but how a leader explains it. Candidates who avoid the topic or rely on vague language create uncertainty. And in leadership hiring, uncertainty often translates into perceived risk.

Leaders who acknowledge an unplanned exit with honesty, reflection, and professionalism signal maturity and readiness to lead again.

Four ways to navigate an unplanned departure Based on my own experience and my work overseeing human resources, there are four practices every leader should consider when navigating an unexpected exit.

1. Acknowledge the exit clearly and professionally: Avoiding the topic rarely works. Hiring teams often know more than candidates realize. Acknowledging an unplanned exit does not require sharing every detail. It means calmly recognizing what happened and demonstrating perspective. Clear, composed explanations build trust. Vague or evasive responses do the opposite.

2. Focus on what you learned: Hiring panels are less interested in assigning blame than in understanding growth. Leaders should be prepared to articulate what the experience revealed about communication, leadership fit, governance dynamics, or personal blind spots. Leaders who can reflect honestly on a difficult chapter demonstrate resilience and self-awareness — qualities essential for leading in complex systems.

3. Show how the experience shaped you: After reflection comes forward momentum. Hiring teams want to understand how an experience changed a leader’s approach. What has shifted in how you listen, communicate, or lead change? What kind of organizational culture allows you to do your best work? This signals that the experience has been processed, not avoided.

4. Stay professional and future-focused: Even when an exit feels unfair, professionalism matters. Assigning blame or expressing lingering resentment raises concerns about how a leader handles adversity. Honesty paired with composure communicates strength and readiness for the next challenge.

Shaping the narrative Leaders do not need to disclose every detail of an exit in an application or interview, but they do need a coherent narrative. Sometimes a brief, thoughtful statement can help frame the experience and prevent assumptions from filling in the gaps.

Strong references also play a critical role. Trusted colleagues who understand the context of a departure and can speak to a leader’s growth and integrity help reinforce that narrative.

When the path forward looks like a step back In some cases, leading forward requires stepping back. After an unplanned exit, leaders may need to consider roles that allow them to rebuild trust, reflect, and regain momentum.

While that path can be difficult, it can also be transformative. A role that looks like a step back on paper may provide exactly the growth, perspective, and stability needed to lead more effectively in the future.

Progress in leadership is not always linear. Sometimes real advancement comes through recalibration.

Closing the chapter with intention Every education leader will face moments in their career that don’t go as planned. What defines a career is not the absence of those moments, but how leaders respond to them. Unplanned exits do not have to define a leader negatively. When approached with honesty, reflection, and professionalism, they can become powerful sources of growth.

Owning the story, learning from it, and leading forward with clarity allows leaders to close one chapter with integrity and open the next with confidence.