The Clean Exit Framework
How you leave matters as much as where you go. Here's how to resign without burning bridges.
Before You Announce
Prepare these before saying anything:- Written resignation letter (brief, professional, positive)
- Transition plan outline (what you'll hand off, to whom, timeline)
- List of key relationships you want to preserve
The Conversation
Tell your manager first, always. The structure:- State your decision clearly (don't leave room for ambiguity)
- Express gratitude genuinely
- Present your proposed transition timeline
- Ask what would make this transition easier for them
The Transition Period
Use your notice period well:- Document everything that lives only in your head
- Introduce your replacement to key stakeholders
- Complete or hand off outstanding projects
- Collect any materials you'll need (performance reviews, work samples)
The Counteroffer
If one comes, remember: the reasons you decided to leave are still there. Counteroffers rarely address the root cause. Accept only if something fundamental has changed—not just money.
The Exit Interview
Be honest but diplomatic. This is not the time for settling scores. Focus on systemic feedback, not personal grievances.
What This Looks Like in Practice
The Scenario: Marcus, a Director of Product at a mid-size SaaS company, was passed over for VP despite delivering strong results. His manager's feedback was vague: "You're not quite ready." He was torn between pushing harder, looking elsewhere, or accepting that maybe he wasn't VP material.
What He Did: Instead of spiraling, Marcus got specific:
- He asked for concrete examples of what "VP-ready" looked like at his company
- He talked to three people who had been promoted to VP recently—inside and outside his company
- He assessed honestly whether the gap was real or political
The Outcome: The diagnosis revealed two things. First, his company had a pattern of promoting people who were highly visible to the CEO—which Marcus wasn't. Second, the specific feedback about "strategic thinking" was valid but actionable.
Marcus decided to address the skill gap while also broadening his external options. He found a VP role at a smaller company within six months, where his operational strengths were valued more than political visibility.
The Lesson: "You're not ready" is rarely the full story. Dig deeper to find out what's actually being said—and whether it's worth addressing there or somewhere else.
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What You'll Walk Away With
Our structured session produces concrete artifacts, not just conversation.
Decision Snapshot A clear-eyed assessment of your current situation—what's true, what's not, and what actually matters for your decision.
Fork Recommendation A specific direction (stay, go, or pivot) with the reasoning behind it, so you understand not just what to do but why.
Risk Map Everything that could go wrong with your chosen path, and how to mitigate each risk before it materializes.
Conversation Scripts Exact language for the hard conversations you need to have—with your boss, your partner, recruiters, or anyone else.
14-Day Action Plan The specific steps to take immediately after our session, so momentum doesn't stall.
30-Day Roadmap The longer-term plan for executing your decision, with milestones and check-in points.
These aren't templates—they're customized to your specific situation, role, and constraints.
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Ready for Personalized Guidance?
Every situation is different. If you want help thinking through yours—with someone who's seen hundreds of similar cases—consider working with a coach.
What you get:- A structured conversation to clarify your situation
- Frameworks tailored to your specific circumstances
- Scripts you can actually use
- A clear action plan