Lessons for Both Sides of a Firing
As a loyal Penn State fan and a leadership development professional, I watched the end of the October 2025 game against Northwestern with a broken heart – and with admiration for how Coach James Franklin handled himself as a heated crowd, unfortunately, jeered and booed him.
Last fall, I wrote an article titled Moving Your Team from Average to Elite. In it, I drew on Coach Franklin and the lessons provided by his 2018 press conference to discuss three key elements that can help work teams and organizations transition from average to good to great to elite.
His recent departure is providing even more perspective that we need as leaders in the world today – lessons for leaders on both sides of a termination (those doing the firing, those being fired).
“Leaders inspire accountability through their ability to accept responsibility before they place blame.”
~ Courtney Lynch
Key Takeaway for Those Being Fired
Although he didn’t get word that he was fired mid-season until the next day, Coach James Franklin exemplified great leadership at the end of his last game coaching Penn State.
After the third loss in a row, the crowd was uncharacteristically brutal – booing, chanting and jeering the team and coach.
People Are Always Watching and Learning From You as a Leader
I watched as Coach Franklin stayed on the field and directed his players to go back through the tunnel. Then urged his family to walk through, while he remained on the field.
Then he walked through the tunnel. Alone. Letting the crowd direct their blame at HIM.
Why? Because good leaders shield their team and accept responsibility, absorbing the flying arrows to protect those they lead.
Always Leave an Organization with Class
After he was fired, Coach Franklin took a few minutes to absorb the mid-season shock. Then he called his family to ensure they didn’t first hear the news from the TV, neighbors or social media.
Next, he gathered his players to break the news and had an emotional conversation, where he was honest about his shock, expressed gratitude and shared about how how difficult it was to leave his players and recruits.
Why? Because good leaders leave with class and remain composed even when it’s hard. They communicate openly and care about those they lead.
When team captain Nick Dawkins was later asked how he wanted people to remember Coach Franklin, he said “…appreciative of 12 years of loyalty and service to this institution” … and despite “All of the flack and criticism and boos and chants in the face of adversity, [he] remained a strong shoulder. Remained stone cold for his players, for the university … He exemplifies a true leader …”
Key Takeaway for Those Handling an Employee Termination
Inside organizations large and small, leaders faced with terminating others can also find a lesson here.
People Are Always Watching and Learning From You as an Organization and Leader
This event also contains the essential reminder that our people are always watching and the importance of a respectful and dignified exit from an organization.
I encourage leaders who have decision-making authority related to firing and laying off others to ask themselves a few important questions:
- How will my decision affect future leaders I want to hire? Will it build our reputation and trust?
- How will it affect future employees (or players) who may consider becoming part of our organization?
- What message does my decision send?
- What message does my timing send?
- What can I do to ensure a respectful and dignified exit?
A Note of Gratitude
While he fell short of his elite goal, I am grateful for Coach James Franklin’s contributions to the Penn State football program. He most definitely took us from average to good to great, and, despite the crowd reaction at the end of that frustrating 3rd loss in a row, I think most fans recognize that.
