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: Sarah, a VP of Product at a Series D fintech company, had been struggling for months. The CEO kept changing priorities, her engineering counterpart was difficult to work with, and she hadn't shipped a major feature in two quarters. She wasn't sure if the problem was her, the company, or something else entirely.
What She Did: Instead of resigning in frustration or suffering in silence, Sarah got clarity on what was actually happening:
- She documented the pattern of changing priorities—not to assign blame, but to understand if it was solvable
- She had a direct conversation with her CEO about decision-making processes
- She updated her network and had exploratory conversations, not to job hunt, but to calibrate her perspective
The Outcome: The conversations revealed that the CEO's behavior wasn't going to change—it was how he operated. Armed with this clarity, Sarah negotiated a transition timeline that worked for both parties. She landed at a company with a more structured leadership team within four months. Looking back, she wishes she'd started the clarity process six months earlier.
The Lesson: Clarity first, action second. Most people skip the diagnosis and jump straight to reactive moves.
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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