What will you do next when your favorite boss leaves?

I think I’ve had the experience of working under several different bosses in the last 36 months, and I can honestly say I’ve been fortunate. Each one brought their own style of leadership, and for that, I’m grateful. Recently, there have been some reorganizations within the company, and while change can feel unsettling for many, I’ve come to view it differently over time.

You know that saying, "I work for a boss, not for the company"? It resonates with a lot of people. Statistics even show that 90% of the time, employees leave because of a bad boss. This is why being a good leader matters—it impacts not only the organization but also your personal growth and well-being as a direct report.

If this had happened to me 20 years ago, I would have been devastated. I still remember my first favorite boss, who, when leaving, had to move me to another team. I was heartbroken. He told me something that has stuck with me ever since: Change is good. Change is the only constant. Being someone who was very attached to my team, he reassured me that I had potential and would need to let go of people as I grew in my career. He said, "When you reach the top, the people you see around you today may not be the same people you’ll see then." Those words shaped my perspective.

Fast forward to today, when I heard the news about this reorganization, I felt different. I’ve come to see these transitions as part of the business-as-usual rhythm. From a broader perspective, the reorganization makes perfect sense—it’s good for the company, and good for the team. If I were the managing director, I would likely make the same decision. However, I can understand how some people might find it difficult, especially after things have remained unchanged for more than 10 years.

While I fully support my boss's decision and am genuinely happy for her next steps, I also empathize with those who are struggling to accept it. It’s hard to watch the flood of negativity—hearing complaints, talks of leaving, and people clinging to their frustration. It’s at moments like these that we, as professionals, are faced with a choice. We can choose to be advocates for the change, helping others understand its value, or we can stay silent. Worse, we could join what I jokingly call "The Pessimist Posse"—those who amplify the negativity.

What surprised me most was seeing senior leaders expressing their frustration openly to their teams. This is a reminder of how critical it is to filter emotions, especially as leaders. When I was asked why I was taking this reorganization news so calmly, my response was simple: I set my emotions aside and evaluated the situation objectively. Business is business. Not every decision will align with our preferences, but as leaders, we must understand why certain decisions are made, even if we don’t agree with them.

I used to struggle with this mindset. I remember my VP at the time teaching me about "preferential thinking." Unless you’re the owner of the company or in a position to call the shots, your preferences might not always be prioritized. As long as you're an employee contributing to a collective goal, you have a choice—either align with the company’s vision or leave. It’s no different than managing a team. If someone isn’t aligned with your goals and it starts to disrupt the team’s objectives, you manage that person out if you have already exhausted everything in coaching them or support them in finding a better fit elsewhere.

Change is uncomfortable, yes, but it should never be a catalyst for negativity or divisiveness. As leaders, how we respond to change is one of the key qualities that sets us apart. When hiring for senior roles, I always look at how someone adapts to change and handles difficult situations. Maturity and adaptability are vital for leaders who represent their teams on a global scale.

So, here’s my advice to fellow leaders:

Change will happen—it’s inevitable. Your power lies in how you respond to it. The ability to navigate uncertainty with grace, to encourage those around you, and to lead by example is what defines true leadership. Instead of seeing change as a threat, embrace it as an opportunity for growth. You are the anchor that steadies your team in rough waters. Keep your focus on the bigger picture, and lead with integrity, even when others waver. In the end, leadership isn't about staying in your comfort zone; it's about having the courage to grow and bring others along with you.

Check out my latest E-book, Leading Naturally, now available on Raket PH.