Most employers don’t handle notice periods, resignations, or leaving …well. Whether it’s a security measure or pettiness, organizations and companies have solely prioritized hiring and onboarding for so long (while completely avoided offboarding and leaving), and you should expect the experience to feel, not so great (on a good day) and pretty terrible (most likely).

Are you a coach? Where is the boundary line with therapy, if it could support me? Are you a consultant? P.S. - for Leaving Well, please call me a guide, a thought partner, a support system, or simply Naomi.

Change making is never simply about one big proclamation, and rarely about one big action. It often starts that way, with an announcement, a broadcasted decision, a line in the sand. But the success, the sustaining of the desired change making comes in the small, nuanced moments.

Navigating the loss of a job, being fired from employment, being laid off, or in any way suddenly dealing with the loss of income (and benefits) can bring up an immense spectrum of emotions. Because we don’t normalize talking about these emotions, we perpetuate and further harm from the experience.

It all begins with an idea.

It all begins with an idea.