When Paula, a Senior Vice President at a leading retail brand, was named Executive of the Year by her peers, she felt untouchable. Admired by her team, respected across the company, and behind several transformative growth initiatives, she was at the top of her game. That made it all the more bewildering when the layoff call came.
“It felt like a betrayal,” she said. “I had just delivered record numbers. The CEO had publicly praised me. Then, in a five-minute call, I was gone.”
This wasn’t the first time. Paula had been laid off twice before—once after a merger, once during a leadership shakeup. But this time cut deeper. This time, she had proof she was exceptional. And yet, she was still let go.
What followed was a familiar spiral: anxiety, sadness, rage, confusion. She couldn’t sleep. She avoided old colleagues. She dreaded the shameful silence when people asked, “So what’s next?” She felt like she had failed—again.
“I didn’t want to talk to anyone. Not my family, not my peers,” Paula admitted. “The shame of it clung to me. I felt like I had to explain something I couldn’t understand myself.”
Her experience isn’t rare. In fact, it’s increasingly common.
Layoffs among senior leaders are accelerating. A recent Korn Ferry report reveals that nearly half (45%) of U.S. managers anticipate their firms will lay off employees in 2025, with 28% expecting significant workforce reductions of 10% or more.¹ This trend is fueled by economic uncertainty, industry-specific challenges, and the increasing impact of automation and AI on organizational structures.
Additionally, Korn Ferry noted that CEO departures are also rising, with 222 chief executives stepping down in January 2025 alone—the highest number for that month in over two decades.² This so-called “Great CEO Exodus” has been driven by a mix of burnout, boardroom shakeups, and strategic pivots that no longer align with the incumbent leaders.
The psychological fallout from being laid off—especially as an executive—is profound. A 2019 longitudinal study published in Social Science & Medicine found that employment offers a significant protective effect on mental health. Conversely, job loss, particularly when abrupt or stigmatized, is strongly associated with increased levels of psychological distress.³
“I’ve worked with hundreds of executives,” said Judy, a and a former HR leader. “What Paula experienced is heartbreakingly common. We associate our titles with our value. When the title is stripped away, the self-worth often crumbles with it.”
Judy recalled her first session with Paula: “She was articulate, strategic, and obviously brilliant. But she couldn’t communicate her value without referencing the layoff. She kept trying to prove she didn’t deserve it. That’s the trap so many high achievers fall into—thinking they need to justify their excellence.”
Partnering with Judy—and the full complement of ExecuNet’s recruiting experts and hiring insiders—marked a turning point for Paula.
“We reframed her story. Not around why she was laid off—but around the impact she had. We aligned her value to what future employers actually need,” said Judy. That involved intense narrative work, LinkedIn and networking strategy, interview preparation, and perhaps most important: emotional recalibration.
As a recent Harvard Business Review article advised, reframing a layoff is essential: “Shifting your internal narrative from ‘I’ve been discarded’ to ‘I’m being redirected’ is critical to rebuilding confidence.” ⁴
ExecuNet strategist and former executive recruiter Stacie Haller added, “executives often don’t realize that hiring leaders aren’t judging you for being laid off—they’re listening for how you share your story. With confidence, clarity, and vision, a layoff becomes just one chapter in a much larger leadership journey.”
For Paula, everything changed when she stopped explaining and started leading again. Within weeks, she was interviewing at major firms with renewed energy and direction.
In the wake of a layoff, it’s not enough to update your résumé or call a headhunter. You need a recovery plan that addresses you.
Most of all, give yourself grace. Paula wasn’t broken—she was simply in transition. And now? She’s in final conversations with two companies. This time, she knows exactly how to lead the discussion.
If you’ve recently been laid off—whether you saw it coming or not—you don’t have to figure it out alone. has helped over 800,000 executives navigate job transitions, communicate their value, and land roles that reflect their worth.
As Judy puts it: “Our job isn’t to fix you. It’s to help you remember who you are—and show it to the people who need to see it.”
If you’re ready to turn the page and start the next chapter of your leadership story, ).
The job you deserve is still out there. You just need the right guide to get there.
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