Articles

Executive Coaching, Leadership Coaching, Team Coaching, Karen Fugle, Coaching London, Executive Coaching London, Team Coaching London, Leadership Coaching London, LEGO Serious Play, LEGO Serious play London, Architect Coach, Coaching Architects, AEC Coach, Architecture coach, Business coach, Architect Coaching, Architecture Coaching, Sleeping Giant coaching, Sleeping Giant architect coaching

What’s My Exit Strategy?

We don’t always like to think about leaving. Especially when a job feels stable, or when we’ve put so much of ourselves into it. But every role has a lifespan. And not having an exit strategy can leave you stuck, blindsided, or burnt out.

An exit strategy is about clarity, not crisis. It’s knowing what would need to change—for you to leave, pivot, or even renegotiate the shape of your role—before you’re forced to.

Because the truth is, most people don’t plan to leave. They’re surprised into it.

So this week’s question is a proactive one: What’s my exit strategy?

Jobs end for all kinds of reasons:

  • Redundancy

  • A restructure

  • A change in your personal life

  • A mismatch between your values and the direction of the work

Sometimes, it’s external. But sometimes, you just know it’s not right anymore. It doesn’t fit. It's costing your wellbeing. It makes you someone you don’t want to be.

The challenge is that we often don’t plan ahead. We’re shocked when the safety net disappears. Or we stay too long, hoping something will change.

And if you’re someone who sees yourself as loyal, capable, committed—it can be reallyhard to even consider leaving.

So let’s flip the mindset.

An exit strategy isn’t disloyal. It’s smart.

It doesn’t mean you’re halfway out the door. It means you’re aware of what would push you to leave—or pull you somewhere else.

It’s a signal of self-respect. It helps you take control of your career.

Try This Self-Check:

  • What conditions need to be in place for me to stay?

  • What signs would tell me it’s time to go?

  • What’s on my wishlist that this role can’t offer?

And more practically:

  • If I had to leave tomorrow, what would I wish I’d already put in place?

  • Do I have the networks, experience, and clarity I need to move on?

  • What would a graceful, well-supported exit look like?

“It’s easy to get stuck thinking a job will last forever – until it doesn’t.

An exit strategy isn’t disloyal. It’s self-leadership.”

Your Exit Strategy Could Be:

  • Keeping your CV and portfolio current — even when you’re not job-hunting

  • Nurturing your network (before you need it)

  • Building savings or financial flexibility

  • Setting up side projects or qualifications that open options

  • Keeping a “career criteria” list to regularly check alignment

  • Having open conversations with mentors or peers about future scenarios

And it doesn’t always mean leaving the company. Sometimes the exit is from a project, a role, a team structure, or a way of working.

An exit strategy can be a pivot plan. It can also be a ‘stay well’ strategy.

If you’ve ever thought, “I didn’t see that coming”, it’s worth asking: What would I need to have ready, just in case?

Planning an exit strategy doesn’t mean you’re not loyal. It means you’re leading yourself.

If youd like support leaving your company, or planning your next career move, get in touch for a chat.

PS: This article is part of a bi-weekly email series explaining the leadership questions in the Architect’s Leadership Journal. You can join this email series here.