As a prospective Human Resources Manager, my approach to reducing the potential loss of trade secrets from executives leaving the firm would be multi-faceted. Firstly, I would propose the implementation of robust non-compete and non-disclosure agreements. These legal documents would explicitly outline the consequences of sharing proprietary information and would serve as a deterrent to potential breaches. Secondly, I would advocate for a comprehensive exit process for departing executives. This would include a thorough debriefing and reminder of their legal obligations regarding trade secrets. Additionally, I would suggest the implementation of a system to monitor the activities of departing executives, especially those moving to competitor firms, to ensure compliance with non-disclosure agreements. Lastly, I would recommend fostering a culture of loyalty and commitment within the firm. This could be achieved through various employee engagement and retention strategies such as competitive compensation packages, opportunities for career advancement, and a positive work environment. By making employees feel valued and invested in the company's success, the likelihood of them wanting to share trade secrets decreases