Stepping Aside to Move Forward

It seems like at every event I attend, every keynote I hear, and every conversation I have, there is ongoing discussion about our workforce being comprised of four generations, each with differing values and perspectives. Add to that the growing polarities across the globe—personally, ethically, politically, financially—and one must ask, “Will there ever be a time when we truly get along? Will there ever be a sense of unity among us?”

These differences often fuel a very human sentiment, particularly among high-achieving individuals suffering from the “Striver’s Curse.” The belief that “no one will do it as well as I do, or the way I would do it” can lead to an over-functioning mindset that keeps people from stepping aside or sharing responsibilities. This mindset can be particularly damaging in leadership transitions, where the reluctance to relinquish control can stifle new leadership development.

Locating Your Self

Recently, I came across the book “From Strength to Strength” by Arthur C. Brooks, which introduces two types of intelligence associated with different life stages.

• Fluid Intelligence is the ability to reason, think flexibly, and solve novel problems. It thrives in youth and enables individuals to create new ideas and solutions.
• Crystallized Intelligence is the ability to use a wealth of knowledge learned over time. This intelligence grows with experience and allows for deeper insights and wisdom.

As we age, we inevitably experience a decline in fluid intelligence. This can be difficult to accept, especially in a society that values innovation and achievement. Many of us fight to stay relevant, striving to prove our continued worth. However, we must also recognize where we are in our careers and lives:

• Building Skills
• Defining Yourself
• Hitting Your Stride
• Making Your Mark
• Giving Back

If you are in the last two phases, your crystallized intelligence is a tremendous asset. Your role shifts to that of a Legacy Builder—someone who ensures their knowledge and contributions endure by guiding the next generation.

Overcoming the Striver’s Curse

Your success, whether in your career or on the board of a credit union, was not an accident. Hard work, networking, and opportunities shaped your journey. But as impactful as your work has been, you cannot go on forever. The work must continue, and its success will depend on the people who follow in your footsteps.

Many in the credit union movement found their way into it because someone invited them. Whether you are a board member, executive, leader, or individual contributor, someone saw your passion and potential and extended an invitation. Now, it is your turn to do the same.

Creating Space for Others

When I speak with credit union boards, I often hear frustration about younger generations not stepping up. Many assume this is due to a lack of interest, but I suspect otherwise.

When I ask board members how they joined, the most common response is: “Someone asked me.” Typically, this happened because another board member was leaving, and a vacancy needed to be filled.

Think about that—most people did not actively seek out a board role. They were invited. So, why do we assume the next generation will approach us unprompted?

The reality is that people respond to intentional invitations. If we create spaces that are purposeful, well-communicated, and welcoming, people will step into them. But first, we must be willing to step aside to make room.

Finding the Next Generation of Leaders

A common concern is: “I don’t know anyone who would be interested.” My response? “You need to get out more.”

There are countless young leaders, professionals, and community members eager to contribute. You may not see them because they are engaged in organizations that are not marketing to you. However, that does not mean they are unreachable.

Consider looking for prospective board members in:

• Young Entrepreneur Groups
• Young Professional Networks
• Universities and Alumni Associations
• Chambers of Commerce
• Leadership Development Programs
• Local Community Organizations

By engaging with these groups, you can identify passionate individuals who align with the values and mission of the credit union movement.

How to Engage New Prospects

Once you identify potential board members, the next step is to engage them effectively. Here are some strategies:

1. Extend a Personal Invitation – A one-on-one conversation can be far more impactful than a general announcement. Share why you think they would be a great fit.
2. Clearly Define the Role and Impact – Many younger professionals may not understand what a board position entails. Provide clear expectations, responsibilities, and the impact they can have.
3. Offer Mentorship and Development – Serving on a board can be intimidating. Offer guidance and training to help them feel prepared and supported.
4. Showcase the Bigger Picture – Highlight the credit union movement’s purpose and the opportunity to make a difference in the financial well-being of members and communities.
5. Be Patient and Persistent – Not everyone will say yes immediately. Some may need time to consider the commitment. Follow up and continue the conversation.
6. Encourage Reverse Mentorship – Younger board members bring fresh perspectives, technological savvy, and new ways of thinking. Encourage reciprocal learning where experienced board members share their wisdom while also learning from the insights and skills of the next generation.

Transitioning Your Legacy

Bringing in new board members is not just about filling seats—it is about ensuring the continued success of the credit union movement. Here are some key considerations:

• Knowledge Transfer – Document and share institutional knowledge to ease the transition for incoming leaders.
• Gradual Handoff – Allow new board members to shadow you before stepping fully into their role.
• Encourage Diverse Perspectives – Embrace the new ideas and perspectives younger members bring to the table.
• Step Back with Confidence – Trust that you have built a strong foundation and that the next generation will continue the work.

The Future of Credit Union Leadership

The future of credit union boards depends on intentional leadership transitions. It is not enough to hope the next generation will step up—they must be invited in, prepared, and supported.

If you create the space, they will fill it. The question is, are you ready to step aside and let them?

Pixie Gray brings over a decade of experience in leadership development, coaching, design thinking, and process refinement. She cultivated her talent for fostering engaged and thriving teams as a consultant and through various roles at University Federal Credit Union in Austin, TX. Pixie is known for merger and acquisition culture alignment and facilitating strategic processes that yield tangible results. Committed to continuous learning and professional growth, Pixie holds certifications in Leadership Circle Profile (LCP), From Bud to Boss Facilitation, and QA Analysis.