From the moment I announced I was leaving, until my last day, I told my staff how the change would be as good for them as it was for me, and reinforced same constantly. I would not let them say 'it wouldn't be the same' without taking the opportunity to convince them it would in fact get better. Some people cried and told me they didn't want me to leave - some were sincere, some were just being polite/kind, and some were just basically averse to change. And you can't always tell which are which either, but that's not important, just realize some are thinking only about themselves.
New challenges are good for people, life and work become boring if the routine is the same day after day, though most people are afraid of change and can't see how beneficial it will be until you're long gone.
After 18 years, no matter how many things I might have done well, we all have blind spots or weaknesses that may never improve. I am sure there were things staff just agreed to disagree with me on, that might have been better.
A new leader should make things better by addressing at least some of the predecessors areas for improvement, and the people left will welcome and get excited about those changes, especially if they're a part of the changes. At the same time, a new leader will have a hard time changing the good things you've been a part of, because the people left will resist those changes. So if the next leader is capable, the deck should be stacked in their favor, towards a net improvement. I actually came right out and told my staff and my successor this many times, to help stack the deck favorably even more, after I was gone. I accomplished more than my predecessor, and my successor should accomplish more than I did, as it should be - and we were all successful in out time.
I think it's a leaders responsibility to put their ego aside, and proactively devote themselves to convincing those left behind that their work life may change some, but will on balance be better. Not pay lip service to it, but really sell them on it - it should be an opportunity to improve their quality of work life! The last thing I wanted when I left was for the people left to not be better for it, after all we acccomplished together. Taking the position 'they'll get over it' or 'just make sure everything is well documented' may be OK among staff (though I don't think so frankly), but not for a leader - it's pretty selfish in fact. I had way more respect for my staff than that...nothing would make me happier than to find they're doing as well or better than when I was part of the team (and I know they are).
