The notice deadline is creeping closer.

You might already be running scenarios in your head:
If X leaves…
If Y goes part-time…
If we lose just one more…

It’s easy to slip into replacement mode.

Advert.
Rewrite the same job description.
Hope for the best.

But what if a resignation isn’t just a vacancy?

What if it’s a design moment?

I worked with a head who lost two part-time posts at once.

Her first instinct? Panic.
Her second? Pause.

Instead of replacing like-for-like, she asked:

• What does the school actually need now?
• Where is the pressure really sitting?
• What would make the biggest difference next year?

She thought in terms of budget and outcome — not history.

Those two roles became one stronger, higher-paid expert post.

The impact?

• Stronger outcomes.
• Lower overall cost.
• And less workload dumped on SLT.

Same budget.
Different design.

Another school had a Year 6 teacher leave at Easter. Eeek!

Again — panic.
Then pause.

They moved a strong Year 4 teacher into Year 6.

Not ideal.
But intentional.

They stabilised standards.
Protected outcomes.
Built internal leadership strength instead of scrambling externally.

Resignations are disruptive.

But they are also rare moments where you get to redraw the map.

Before you automatically replace the role, ask:

• Is this job still needed in this form?
  • Could it be redesigned?
  • Could we combine?
  • Could we specialise?
  • Could this be the moment we strengthen rather than simply refill?

Recruitment season doesn’t have to mean repeat mode.

It can mean upgrade mode.

Here’s to leading with courage, not default settings,
Sonia ❤️

P.S. If there’s a member of staff you need to have a difficult conversation with do check out my e-course on how to structure a difficult conversation for success. Just 5 x 2 min videos.

If you know someone who would find it useful, be a hero and share it 🙂