What It Looks Like
A leader senses something—project, role, identity—has outlived its alignment.
But stays, justifies, or clings to avoid discomfort or perception.
After the Behavior is Integrated
She names the misalignment quietly.
Steps away without drama, without guilt. Just clarity.
“The old identity built you. Now release it.”
Behavioral Impact
Protects long-term integrity
Frees up team and vision resources
Models clean exits as growth, not failure
Contributing Factors (Unconscious Causes)
Fear of appearing inconsistent
Identity tied to the past role
Pressure to “see it through”
Underlying Need
To evolve without external permission
To honor seasons of change
To stay in right relationship with self
Common Triggers / Distortions
Others’ expectations
Sunk cost fallacy
Shame around letting go
Remedy & Best Practices
Privately acknowledge what no longer fits
Exit without explanation, but with clarity
Trust the release creates space
Ripple Outcomes (What Changes)
Teams learn graceful pivoting
Leadership becomes more attuned and adaptive
Energy realigns toward true priorities
Releasing the right thing at the wrong time creates more distortion than staying.
