Here’s a real-world leadership lesson from this week:
A senior leader cancelled his final interview. Great fit on paper, but the role required a cross-country relocation and that felt like too much. Two days later he called back: “I’ve thought it through. I’m back in.” He went on to have a strong conversation and is now a finalist.
What changed? Not the job—the clarity.
Before you say “yes,” “no,” or “not now” to a non-local opportunity, here’s a quick relocation checklist leaders should walk through:
Professional fit
Impact scope: Will this role move your career story forward 2–3 chapters, not just one?
Onboarding runway: 30/60/90-day plan, success metrics, and resourcing.
Team + culture: Decision rights, leadership style, board alignment, and your seat at the table.
Financial reality
Cost of living delta (housing, taxes, insurance) vs. comp package.
Full value of the offer: base, bonus, LTI, retirement, relocation assistance, temporary housing, house-hunting trips, and any clawbacks.
Family & life design
Partner’s career options and support.
Schools, healthcare access, commute, faith/community, and lifestyle match.
Timing: school calendars, lease/home sale cycles, and realistic move dates.
Licensure & logistics (for healthcare leaders)
State licensure/credentialing timelines.
Employer help with movers, storage, car shipping, and settling-in services.
Relocation package must-haves
Clear cap + what’s covered (move, temp housing, travel).
Two trips: house-hunting and pre-start onboarding.
Tailored support: spouse/partner job assistance, realtor network, neighborhood tours.
If you’re on the fence, don’t default to “no”—get to clarity. A 20-minute strategy call to pressure-test the move can save you from walking away from the right role (or stepping into the wrong one).
Want a neutral sounding board on a potential move? DM me and I’ll share our relocation worksheet and talk through options.
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