What If I’m Not the Right Person to Lead This Anymore?

Sheree Cannon
Apr 8
3 min read

Updated: May 14

How to evaluate your evolving role with honesty, humility, and strategy

Sheree Cannon | Nonprofit Strategist & Consultant | Author

Introduction

No one talks much about this part of leadership.

You built something meaningful. You’ve poured your heart, energy, and skill into it. The mission still matters—and yet you’re starting to wonder: Am I still the right one to lead it forward?

This question doesn’t mean you’ve failed. It means you’re growing. It means you care about the mission more than your ego. And it might mean your role—like your organization—is ready for an evolution.

This white paper helps you explore that question with kindness and clarity. Whether you’re transitioning, transforming, or recommitting to your leadership, you deserve the space to discern your next step from a place of strength.

Why This Question Is So Difficult to Name

Founders and long-term leaders carry deep, personal investment. The organization may feel like an extension of your identity. So when doubt surfaces, it brings up:

Guilt: “They need me. What happens if I leave?”
Shame: “Shouldn’t I still be energized by this?”
Fear: “Will the organization survive without me?”
Grief: “Who am I if I’m not in this role anymore?”

These emotions are normal. But they don’t mean you should stay—or go. They mean it’s time to pause and listen.

“Leadership transitions don’t start with a resignation. They start with reflection.”

How This Shows Up in Daily Leadership

You might be feeling:

Disconnected from day-to-day work
Frustrated by things that used to energize you
Tired—but not just physically
Less creative, less decisive
More interested in something else, even if it’s unclear
Ready to grow—but unsure how without letting people down

This isn’t burnout alone—it’s a signal that your leadership role may be shifting.

Five Questions to Help You Evaluate Without Pressure

1. What Kind of Leadership Is Needed Now?

What does the organization require in this phase of growth? More external relations? Scaling operations? Succession planning? Do your gifts still match the work?

If they do—you may simply need to realign your role. If they don’t—you may be ready to evolve.

2. What Brings You Joy or Clarity in the Work?

Notice where you feel most connected. Is it visioning? Mentoring staff? Public speaking? Strategy? These are clues about where your leadership may want to move next—either within or outside the organization.

3. If You Stepped Away, What Would You Be Free to Explore?

Often, we stay because it’s familiar. But real insight comes when we ask: What else could I offer the world if I made space?

This doesn’t commit you to transition—it expands your view.

4. Is the Mission Still Best Served by Your Presence—or Your Wisdom in a New Form?

You may still have much to offer—but it might be through consulting, advising, mentoring, or chairing the board. What shape could your leadership take next?

5. What Would You Need to Know or Have in Place to Decide with Confidence?

Clarity often requires structure. Would a 6-month sabbatical, interim director, or succession plan give you the insight you need?

You don’t have to decide alone—or all at once.

There Is No Shame in Shifting

Too often, leaders stay out of obligation. Or they leave suddenly, without support. But there is a third way—discernment.

You are allowed to:

Re-define your role
Transition with grace
Stay and restructure
Leave and bless what comes next

Your leadership has already left a legacy. Now you get to choose what kind of legacy it continues to become.

Conclusion: You Still Have a Calling—Even If It’s Changing

You were the right person to bring this mission to life. That will always be true.

If it’s time to pass the baton, you can do so with dignity, strength, and deep integrity. If it’s time to lead differently, you’re allowed to shift and stay.

Your leadership isn’t a title—it’s a truth. And that truth will serve, no matter the shape it takes next.