Can you be a great leader and still lose your job?

I used to think that the largest career risk for leaders was their own performance. I now believe it's TIME.

You may be performing well at #work, creating momentum, delivering results... And, on any given day, an announcement drops that your company is being acquired.

The town hall meeting is filled with optimism and references to the "exciting new chapter" ahead of you.

But, silently the org-chart begins to shrink... Not as a result of anyone's poor #performance, but because only so many "heads" can fit in one organization.

Don't get me wrong, M&A's can be very exciting and full of opportunity. But, there is an ugly side to them as well - especially for the leaders who don't make the cut.

Consider this example: a CTO in my network that had just accepted a new role which included AI initiatives, product transformation and creating meaningful impact. He was very excited.

Unfortunately, the transformation didn't happen the way he envisioned.

His new company was acquired by a larger group, and within only a few months, his role became redundant.

This is the aspect of M&A's that is not discussed openly enough. And, if you are a leader, you cannot afford to be caught off guard.

Here's What You Can Do to Prep for This Outcome

1. Map out your replacement risk. "If I disappeared tomorrow, who absorbs my work?" If the answer is "another leader can easily take it", you are a line item. If the answer is "this creates a real gap in continuity", you have leverage.

   
   

2. Make your value known to the new organization. If you want to survive integration, your value has to translate across the new organization fast. What makes you a valuable and irreplaceable asset? What do you bring to the table that it will be extremely hard to replace?

   
   

3. Build a network you can actually use. Even as a back-up strategy, you need to start activating your network - not by adding more connections but by having a list of contacts that can genuinely support you through a transition.

   
   

4. Take care of your team and your legacy. As a leader, you know that whatever impacts you also impacts your team. It's imperative that you manage upcoming changes effectively and in a human way. But, you also need to consider what comes after your potential exit. The people watching you now are future references, hires, clients and future allies.

Need Another Reality Check? Have a Look at These Numbers

Q1 2025: 278 deals in the Netherlands, reported by Oaklins NL.

Q3 2025: 220 deals, reported by Datasite.

The market is constantly changing - this will happen at least once in your #career.

If you want to approach this strategically, reach out and we can build a clear #career plan for the next 30 to 90 days.

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Sparking Leadership # 36: a weekly series on human-centered, sustainable #leadership. Hit the like button to share the love and follow for real talk and practical tools. In the meantime, lead with spark!