🖤 Open Works #21 Our CTO just quit. Now what?

Welcome to Open Works. Every edition we solve a ‘people and culture’ problem crowd-sourced from the Open Org Community of 400+ Startup and Scale-up People Leaders.

💭 This Week’s People Problem

🖤 Our Take on How You Solve It

🏃 TL;DR

A respected leader leaving can feel like a crisis. Here’s how to manage it:

1️⃣ Stabilise —communicate fast and transparently.
2️⃣ Assess immediate gaps—who can step in, and where are the risks?
3️⃣ Plan for the future—identify what kind of leader you need next.

Let’s break it down. 👇

🚨 Step 1: Stabilise

AKA - Time to channel your inner Arya.

When a respected leader leaves, the biggest risks are uncertainty and rumours. People want to know: “What does this mean for us?”

What to do immediately:

• Share the news early: Cut through the grapevine. Be blunt about what’s happening, what it means, and what’s coming next.

• Reassure about what’s staying the same: Highlight what isn’t changing—core projects, goals, priorities, and who’s still in charge of what. The team needs to feel grounded.

• Share the news quickly: pip the rumour-mill to the post. Be transparent about what’s happening and what’s next. Example:

💡Pro Tip: Work with other leaders and/or people managers to set up short, regular check-ins. No one likes being left in the dark, and it builds trust to communicate regularly, even when you don’t have all the answers.

🛠️ Step 2: Assess Immediate Gaps

The next few days are critical. Who’s stepping in? Where are the biggest risks?

Practical steps:

• Pinpoint the gaps: Break down the leader’s responsibilities into short-term chunks. Who on your team can take over these pieces? Is there an opportunity to position this as an interim trial of the role for a rising star, buying you time to test fit and giving them an opportunity to show their capability

• Where are the risks? Is a project at risk of stalling? Is team morale a risk or has this been a long time coming? Prioritise these high-impact areas.

🌱 Step 3: Plan for the Future

Once the immediate chaos is under control, it’s time to think long-term. You need a leader who can take the team to the next level—not just fill the gap left behind.

Key questions to ask:

• What do we actually need? As your company scales, the type of leader you need may have changed. Be clear on what leadership looks like for your next phase.

• What gaps did the last person leave? Use this as an opportunity to level up. What skills or mindsets are now critical that weren’t before?

• Can we promote from within? If not, be real with the team about the search process. It helps set expectations and keeps morale high.

💡Pro Tip: Involve the team. Ask them what they need from the new leader. It’s a great way to manage expectations and ensure the new hire fits.

✅ Key Outcomes

By following this approach, you’ll:

• A team that isn’t spiralling, but focused and aligned.

• Confidence in your ability to plug immediate gaps.

• A clear vision for the next leader—and hopefully, a better hire than before.

📚️ Good reads relating to this problem…

📗 Dogantech’s 10 steps for navigating CTO exits

📗 Scott Barstow pov on how to survive your CTO leaving

📗 Atlassian blog: what to do when an important team member resigns

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🖤 John & Adam

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John & Adam

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