You’ve had a great run with several fabulous positions at some great companies, always moving up a rung in title, compensation, and responsibilities. Then, after being in a role for a short period of time and before you could exit on your own terms, your employer shows you the door.
How do you react to this reality and address it as you interview for a new role? Are you relieved? Angry? Embarrassed? Do you fully embrace what just happened?
First, it’s best not to spend time ruminating on it or trying to hide the fact you were let go. Better to put that energy into finding your next, right fit.
Second, don’t be embarrassed. There are so many possible reasons people are dismissed. The new CEO may have wanted to bring on someone they knew to be CFO. Perhaps the new CEO is just too involved in the day-to-day operations, infringing on your ability to serve as COO. And one of the most overlooked during the interview process: the organization just wasn’t a good cultural fit for you.
Third, tell it how it was: you and the company were simply not a good fit. Period. Leave it at that, then pivot to focus on the positive attributes you can offer the hiring organization. If need be, offer a brief example of what would be a better fit for you. Don’t go into a long, defensive explanation or suggest you are the victim of their crazy environment. Rather, offer a simple example of what environment you work best in and how that wasn’t met. Then move on.
Finally, remember that your track record speaks for itself. You’ve had several positions of long tenure, many success stories and promotions. Own this fumble and have well-practiced examples you can offer on what you learned from the experience that now makes you even better than you were before. You’ve got this!
As a strategic career advisor, I help senior executives land their first or next C-suite position. That includes helping you reframe stories about career fumbles into examples of resilience, growth, and strength.
My mission is to help ensure you’re prepared for interview success—whether it takes place around a traditional boardroom table or via videoconference. Through The Montague Method, I’ll share my Secrets from a Search Consultant™ to help you land your first or next C-suite or board of directors position. Explore the rest of my website to learn more and schedule a complementary 20-minute exploratory consultation.
