5 Things I Learned From Being Packaged Out 5 Times

Have you or someone you know been blindsided by a separation package—with a non-disparagement clause—in a workplace where speaking up gets you sidelined? Meanwhile, the dysfunction you were hired to fix stays firmly in place, leaving you in shock and unemployed? Me?—not once, but five times!

To be clear, separation packages have their place—they're tools, not weapons. When they are used to protect the status quo and silence voices, that's a whole different story.?

Buckle up as I dive into the dynamics of being 'packaged out'—as a call to action. It's time to rip the mask off dysfunction and own the bold changes we need.

?? Disrupt the System, They Said. Just Don’t Do It Here. ?Corporate America loves a disruption story—until it threatens the status quo. Disruptors often become "problems," triggering a separation package. Quoting my colleague Ian McKelvie, "There's no such thing as dysfunction; it's functional to someone in charge." This dysfunction we witness isn't a bug—it's a feature that serves those invested in the status quo by silencing dissent and maintaining control.

?? Status Quo Warriors: Underestimate Them at Your Own Risk The real blockers of change aren’t just naysayers—they’re the ones who pretend to support transformation but secretly protect the status quo. They agree in meetings, but make sure nothing changes. They'll safeguard the current system—even if it means fostering toxicity. Why? Because it benefits them in some way and/or they are afraid of the fall out for honesty.

? Truth Tellers Wanted but Not Welcome ?Companies claim to want disruptors—those willing to speak hard truths to drive innovation or change a culture. But usually, that means people who stir the pot but stay within safe, usually unspoken, predefined boundaries. When the truth disrupts their comfort zone, truth-tellers—those truly challenging entrenched power dynamics, are often swiftly "packaged out."

?? The Silent Exit Strategy ?“Packaged out” is a subtle way of saying “quietly removed.” No data, no accountability. ?It’s how companies eliminate truth-tellers while keeping dysfunction alive hidden under layers of separation agreements and gag orders. If companies think they’re fooling everyone internally, trust me—they’re not. Everyone knows the unspoken truth.

??? Non-Disparagement Clause: Code for ‘Stay Silent, We Won’t Fix It’ For years, non-disparagement clauses have been the perfect shield to silence those challenging toxic environments, sending a clear message: "We aren't going to do anything about the dysfunction." But in 2023, the NLRB shattered that shield, ruling that overly broad clauses violate employees' rights, empowering us to speak out without fear.

It’s Time to Stop Being Silent.? To the fearless champions of integrity in my profession and businesses who do the right thing every day—thank you and keep that light blazing strong! This isn't about what's working, however—I'm here to tackle what's broken, the parts that keep progress stuck.

Protecting dysfunction comes at a steep price—morale drops, fear increases, creativity fades, and top talent walks. All that energy spent hiding the truth instead of fixing the problem is costing your credibility, your people, and your bottom line. Real change happens when we face the hard truths.

Lastly, these are not just my stories—they're our stories: a collective shout from decades of witnessing dysfunctional power plays that limit instead of lifting us up.? This is so much bigger than me—it’s a conversation we all need to have.

Join me for more fearless conversations as I go deeper on these topics here, and on my upcoming podcast! Are you in?

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