When The Ladder Ends: Lessons for Leaders in Transition
After decades leading creative teams and building companies in film and media, I spent the past several years coaching senior executives through one of the hardest, and most revealing, experiences of their careers: transition.
I plan to share more context in upcoming posts but in the meantime here is an overview of some of the lessons I’ve learned:
The Invisible Wall No One Warns You About
If you’ve spent most of your career steadily climbing the ladder, rising through the ranks, being recruited into bigger roles, having opportunities land in your inbox, maybe you hoped the progress would never stop. You thought the next chapter would arrive as naturally as the last.
But for many senior leaders, the moment comes when the phone doesn’t ring. Recruiters go quiet. The next move is no longer clear. Maybe the career playbook you’ve always lived by no longer works.
I’ve coached dozens of executives through that moment, many of them highly accomplished entertainment and media leaders. I can tell you that this moment is disorienting. And it's often harder the more senior you are. The higher you’ve climbed, the harder the transition. Not because you’re any less capable but because—even though you may be a great mentor to others—no one taught you how to steer your own reinvention.
An Identity Crossroad
The first and most profound challenge is existential: Who am I without this job or this title?
For many leaders, career success and personal identity have become deeply intertwined. Your self-worth was built, brick by brick, on promotions, achievements, and influence. So when the structure suddenly shifts and you are no longer “the president of…” or “the head of…” you feel stripped of something personal, something fundamental.
Transition is less about finding a job and more about rediscovering a sense of self beyond your resumé. The most powerful shift happens when you stop asking, “What role do I want?” and start asking, “What life do I want, and how does work fit into it?” That question opens a much wider horizon.
Facing Your Confidence Shock
As with almost every executive I coach, you might experience a dip in confidence when you enter transition. It’s often the first time in decades you’ve had to “sell” yourself and it’s deeply unsettling. It makes you question your value and even second-guess your career path.
This is the paradox of success. The very achievements that once fueled your confidence can now make you feel vulnerable. You’ve built your career by being chosen, not choosing. You’re in uncharted territory.
But by rebuilding confidence on a different foundation—one that’s not dependent on titles or external validation— your next chapter will be rooted in clarity, purpose, and story.
Your pride and the fear of looking “desperate”
You might be struggling with networking. Even if you have a vast network, you might hesitate to reach out. It can be uncomfortable. You worry that following up will make you seem desperate or that you’re imposing.
This is a deeply human reaction, but it’s also a learned one. You might have been fearless about outreach yourself, but now you feel vulnerable.
But when you reframe networking as an act of invitation, it's completely different. It’s not asking for help, it’s creating opportunities for collaboration. If we can help you internalize that, then your energy shifts, and so will your conversations.
Blind Spots and the Self-Assessment Gap
Here’s another irony: you may have spent your career assessing talent, building teams, and spotting potential in others. But when it comes to yourself, you might be blind.
You might find it difficult to articulate your strengths, differentiate your value, or explain why someone should hire you. You default to describing what you’ve done instead of what you’ve learned and what you will offer moving forward.
The key is to reframe the process: Imagine you’re evaluating yourself as a candidate. What story would you craft? How can you make it focused and ensure that you leave a clear impression about your strengths, insights and direction for what you would like to do next. What have you learned and what perspective do you have that makes you indispensable? That shift from résumé to narrative is transformative.
The Confidence Trap: Perfectionism in Transition
A related challenge is the “confidence trap”: the belief that if you don’t have all the answers, you are failing. Do you hold yourself to impossible standards—ones you would never impose on your teams?. Do you struggle to share work-in-progress ideas or tentative visions because you think you need to “nail it” from day one.
But transition is messy by design. It’s iterative and exploratory. If you can embrace that by treating your reinvention like a startup instead of a finished product, you can unlock far more creativity and momentum.
Reclaiming the Narrative: From Self-Deprecation to Self-Assertion
Self-deprecation is another habit that shows up often. You might think it is a way to be approachable or appear modest. But in a transition context, it can undercut your credibility and blur your story.
The work here isn’t about arrogance; it’s about clarity. It’s about learning to tell your story with confidence and precision, to own your value without apology. Because if you don’t believe your story, no one will.
Industry Shifts and the Grief of Change
A surprising number of conversations I have aren’t about the individual at all — they’re about the industry. You built your career for a business that simply doesn’t exist anymore. Consolidation, platform shifts, new revenue models, and cultural changes have rewritten the rules.
That creates both confusion and grief—a sense of loss for the world you knew. Sometimes it’s about processing this loss and then reframing your experience as fuel for the future. Your skills haven’t lost value; but the context has changed. And new context can be learned.
There’s a broader truth underlying all of this: the system itself has changed. Traditional recruiting, predictable promotion ladders, and linear career paths are no longer reliable. The playbook you have learned doesn’t seem to work anymore.
That’s not a reflection of your value — it’s a sign that the landscape is shifting and requires navigating this new terrain, translating your skills into new contexts, and building visibility in new ways.
Healing Career Wounds
Transition also surfaces deeper layers of the emotional residue of a career spent under pressure. You begin to recognize how early experiences shaped you: the over-responsibility born from being “the fixer,” the perfectionism forged in high-stakes environments, the people-pleasing habits that once felt like strengths.
When you see how those old narratives shaped you— and how you can evolve—you become more intentional, authentic, and effective.
Culture, Values, and Fit Matter More Than Ever
As often happens during major life changes, you might feel like it’s a good time to shift priorities. Prestige and compensation might still matter, but you might feel they are no longer enough. After years in cutthroat environments, you may want a different alignment—with your values, with the people you work alongside, and with your mission.
One client told me, “I loved my job, but I loved the culture even more.” That clarity becomes a powerful filter. Once you know what you will and won’t compromise on, the opportunities you pursue and the ones you would decline become clearer.
From “What Job Do I Want?” to “What Life Do I Want?”
This moment may be the first time you’ve asked bigger questions. Questions about family, health, getting older, or creative pursuits. You’re not just choosing a job, you’re designing a life.
The most successful transitions begin not with a job description but with a vision. What does a meaningful next chapter look like? What does your ideal day feel like? Work becomes one piece of that larger puzzle, not the whole picture.
Transition as a Leadership Laboratory
Career transition is not a break from leadership, it’s leadership in its most personal form.
If you treat your transition like a strategic initiative, applying the same skills you used to build a business, grow your team, and drive change, you can transform fear into agency. Stop waiting to be chosen and start shaping what comes next.
Reinvention isn’t something that happens to you. It’s something you lead.
Final Thought: Reinvention Is a Skill
If there’s one message I want to make clear it’s that reinvention is a skill, and like any skill, it can be learned, practiced, and mastered.
It’s not about reliving or regretting the past. It’s about harnessing everything you’ve built—the wins, the scars, the lesson—and using them to build what’s next. It’s about telling your story in a new way, aligning your work with your values, and leading your life with as much intention as you once led your business.
The ladder doesn’t go on forever. But when it ends, something else begins. That “something,” with the right mindset and support, can be even more meaningful.
David Gale is a media executive, producer, and coach who has spent decades leading creative teams and building companies across film, television, and digital media. As the founding head of MTV Films and co-founder of We Are The Mighty, he now coaches senior leaders navigating career transitions, helping them clarify their mission, tell their story, and design meaningful next chapters. David can be reached via email at david@content-ink.com.
In Transition
Executive recruiter John McCarus shares how the wave of tech layoffs inspired him to launch a coaching practice that helps senior leaders navigate job transitions with clarity, focus, and purpose in the evolving creator and tech economy.
I launched my executive search practice nine years ago with a focus on the social media, content and creator space. Over time the practice expanded to include midstage technology and commerce startups as well as brands in need of leadership to help them engage in the rapidly growing influencer, social, creator and commerce world.
As recruiters we have always tried to give people good advice and we take referral calls whenever we can to offer guidance on job searches and transitions. But three years ago - in November, 2022 facebook announced their first wave of executive layoffs and then nearly every tech platform followed. Within three months I had personally taken over 100 referral calls with people who were displaced and were “in transition.” And I started to see the following patterns:
Its really hard to figure out what story you want to tell. And it gets even harder as you get more senior. Here’s why:
You’ve been out of the job market for a long time and its totally different now - all on line or virtual and AI enhanced - which is intimidating.
You have had so much success that you don't know what not to talk about so you end up rambling on every interview or networking call.
You’re so well thought of that you’ve always been recruited and realize you have never really had to look for a job on your own.
Instead of thinking through what you want to do, people are hoping that their successful work history will speak for itself and someone (who you would like to work for but didn’t realize it) will notice that and come calling with a great opportunity that makes sense
You are blowing through your network with conversation after conversation hoping that someone will have an idea or opportunity that sparks for you. You’ve talked with most of the people who you think can help you. So far nothing. Here’s why -
There are basically only two impressions you can leave in a networking call:
This person doesn’t know what they want to do next and they are hoping I can help and I'm not sure I can. I’m super busy and don't know where the jobs are.
This person has “done the work” and figured out what they want to do next and they are asking me if I can connect them with someone in their new area of interest to learn more about the space/that company/that category.
Which person are you? Which person would you like to be?
This is why we launched an executive transition coaching practice 2 ½ years ago as a complement to our recruiting practice. We have since worked with nearly 100 leaders in transition across a wide range of businesses - social & digital media, technology, finance, film, television and consumer products.
We also have two other coaches who specialize in transitions - both successful business leaders with different backgrounds and perspectives:
David Gale - a former MTV executive and President of MTV Films has spent his career producing award winning television and film projects. Despite his extraordinary success as a Producer, David later realized that mentoring and coaching team members and industry colleagues was more rewarding. David began his coaching career in early 2024.
Darryl Winter was an early mover in the digital media space and spent much of his career building and leading digital sales and marketing teams for leading television and digital media companies. Darryl has inspired, trained and led hundreds of digital media sales leaders and is now putting all that he has learned to work as a transition coach.
Over the next several months, we will collectively share our learnings and perspectives regarding the challenges and realities of the current job market along with techniques and solutions designed to help you with your transition journey. We’ll cover everything from networking to building your story to the role of AI.
If you are looking for job search perspectives, subscribe to In Transition and watch this space!
John McCarus is the Founder and President of Content Ink - an executive search, coaching and advisory firm that works with brands, media and tech companies and funding partners focused on the creator, social and influencer space.