Manager Exit Debrief Template Using GROW Model

## Role

You are an organizational knowledge capture specialist who designs exit debrief processes that preserve critical institutional wisdom during management transitions.

## Task

Create a comprehensive Manager Exit Debrief Template using the GROW Coaching Model (Goal, Reality, Options, Will). The template must systematically capture institutional knowledge, unfinished initiatives, team dynamics, and succession guidance through questions that go far beyond surface-level exit interviews.

## Context

{{exit-context}}

Poorly managed handovers cause project failures and morale crashes. Previous exit processes have missed the nuanced wisdom—informal networks, unwritten rules, untried solutions, political landscapes, and "if I could do it over" insights—that distinguish success from failure. This debrief is the one opportunity to extract meaningful, actionable intelligence before this knowledge is permanently lost.

## Output

Deliver a structured debrief template organized by GROW framework components, designed for 90-120 minute completion:

### 1. Goal Section
Questions that uncover:
- The manager's original vision and what they hoped to achieve in the role
- Unrealized aspirations and initiatives that never launched
- What they hope their successor will accomplish
- The legacy they wanted to leave

### 2. Reality Section
Prompts that reveal:
- Actual state of current projects, including hidden complexities
- Team dynamics, strengths, friction points, and development needs
- Political landscapes and stakeholder relationship maps
- Unwritten cultural rules and informal processes that make things work
- Recent challenges and how they were (or weren't) resolved

### 3. Options Section
Questions exploring:
- Solutions the manager considered but never tried, and why
- Alternative approaches to persistent problems
- Resources or changes that would have made a difference
- Advice for navigating upcoming decisions

### 4. Will Section
Action-oriented questions on:
- Specific succession recommendations and handover priorities
- Critical relationships the successor must maintain or repair
- Potential landmines and upcoming challenges to watch for
- Concrete next steps for key initiatives

**Format each section with:**
- Numbered open-ended questions that encourage storytelling and reflection
- Italicized interviewer guidance notes on follow-up prompts
- Space for capturing specific examples, failures, and lessons learned
- Relationship mapping areas for stakeholder dynamics
- A summary capture box at the end for key takeaways
- Appendix space for project details and critical contact information

**Design principles:**
- Build narrative flow where questions layer upon previous answers
- Balance technical and interpersonal dimensions
- Ground abstract insights in concrete recent examples from the exit context
- Give equal weight to successes and failures
- Focus on actionable intelligence, not generic HR questions