The Leadership Power of Recognizing Potential Before It Walks Out the Door

I see the distance.
The soft withdrawal.
The calendar gaps where there used to be collaboration.

And I know what it usually means.

It’s the first signs of a quiet quit.
That moment when someone starts to ask themselves, “Is this still it for me?”

I used to brace for impact.
Now? I lean in—because sometimes, the glow up isn’t about leaving.
It’s about not knowing there’s anything worth staying for.

As a leader, I’ve learned to recognize when someone is no longer shrinking—they’re just ready to stretch. And if I can spot it early enough, I get the chance to build them a runway instead of watching them wander.

Sometimes all it takes is:

• A conversation that starts with “What’s next for you?”
• An opportunity that says, “I see you, and I’ve been watching you level up.”
• A role redesign or a project that makes the flame flicker again.

Because the quiet quit isn’t always the end—it can be a signpost.
And succession planning isn’t just about being ready after someone leaves…
It’s about showing them they’re still becoming something here.

I’ve seen it happen—
Someone starts to drift, and instead of judging it, I name it with care.
We talk openly.
We map out possibilities.
And sometimes, just being seen is the very thing that brings them back to life.

So no, I don’t chase people to stay.
But I do create spaces where they want to.
Where their growth is part of the plan.
Where their glow-up doesn’t require a goodbye.

And when they choose to stay—not out of comfort, but out of clarity—
That’s when you know you’re not just managing talent.
You’re igniting it.

🔦 A Final Thought for Leaders:

If you’ve noticed someone’s light starting to dim, don’t assume they’ve checked out.
They might just be waiting for someone to notice.

✨ Look around. The signs are probably there.
✨ And if you catch it early enough, you might not lose a star—you might just help it shine brighter.