Regarding your advice about negotiating one’s exit, I’d like to offer an alternate point of view. While I imagine some people have successfully gotten leaders to admit they’re standing in their own way and that’s why the individual isn’t successful, I’d caution people on that approach to exiting. My experience has been that politics can make such a conversation very sensitive and potentially dangerous. Besides, I don’t know how many leaders would admit they’re the barrier and then give someone a recommendation to boot (again, I’m sure some have done it but it is more likely the exception rather than the rule).

My suggestion would be to negotiate your exit by not discussing your exit (!) and instead discussing the progress of the change effort. Hold a “milestone” conversation to review progress (or lack thereof) in which you’re candidly conveying the barriers to success in your way and what you need from that leader to help. If you can’t get commitments from the leader to help overcome those barriers, then you know it’s time for you to move on. But, instead of essentially blaming them and then asking for a referral (when you know they’re being heavily influenced by what’s happening above them, too), talk in that meeting about what’s actually possible to accomplish on the change effort (albeit much more limited than you may like; bite your tongue…TRUST ME!!!) within a certain time frame (the amount of time you’re willing to stay), and then put some measurable goals to that discussion.

It might be a conversation like, “I’m concerned about the trajectory of the change effort and would like to discuss how you might be able to help.” And then if nothing material comes of that part of the discussion, move on to, “So what I think makes sense at this point is to talk about the next ___ weeks/months and what can be realistically accomplished in that time frame. Here’s what I can do. Here’s what I need from you to make that happen. Here’s how I suggest we measure success. Let’s get back together at the end of that ____ weeks/months to discuss progress.” You’re essentially scheduling your final conversation. Once you’ve achieved those goals, it’s time for you to move on. You’ll be much more likely to get a well deserved recommendation that way, and I’m betting you’ll feel a lot better about yourself and your contributions that way.

When I say trust me, I mean I’m speaking from experience. My advice is the result of – in essence – the process of “living and learning.”

Cheers – SD

If it is not enough. Review with top management all expectations and decide what to do. .