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: Patricia, VP of Operations at a logistics company, was offered a lateral move to lead a troubled division. It wasn't a promotion, but it was positioned as a "growth opportunity." She wasn't sure if it was a genuine chance to prove herself or a setup to fail.
What She Did: Before responding, Patricia did her due diligence:
- She researched the division's history—why did the last leader leave, what were the known problems
- She talked privately with executives who knew the real story
- She negotiated specific conditions: budget, timeline to show results, and explicit success criteria
The Outcome: The research revealed a mixed picture. The division had real problems, but they were operational—Patricia's strength. Previous leaders had failed because they were product people, not operations experts.
She took the role, but only after securing a 12-month runway and written agreement on what success would look like. Eighteen months later, the division was profitable and Patricia had credibility across the organization that she'd never have gotten staying in her comfortable VP role.
The Lesson: "Growth opportunities" can be genuine or traps. The difference is whether you control the terms and have clear success criteria.
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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