𝐓𝐡𝐞 𝐐𝐮𝐢𝐞𝐭 𝐄𝐱𝐢𝐭: 𝐖𝐡𝐞𝐧 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 𝐃𝐢𝐬𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐟𝐫𝐨𝐦 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐁𝐞𝐟𝐨𝐫𝐞 𝐓𝐡𝐞𝐲 𝐑𝐞𝐬𝐢𝐠𝐧

They’re still showing up.
Still delivering.
Still part of meetings, emails, dashboards.

But something underneath has quietly shifted: They’ve stopped feeling connected to why they’re here.

This is the kind of disengagement that doesn’t show up in performance reviews.
It shows up in energy.
In that slow withdrawal from team conversations.
In doing what’s required—but no longer what feels meaningful.

In coaching conversations, I’ve seen this in professionals across roles—delivery leads, product managers, risk teams, transformation offices.
Often highly capable. Often the “dependable ones.”

But internally?

“I don’t see myself in this anymore.”
“The culture feels like it moved on without me.”
“It’s like I’m executing someone else’s version of success.”

This isn’t burnout.It’s cultural misalignment.
And most times, it happens long before the formal resignation.

That’s why coaching matters—not to prevent exits, but to surface truths that are already quietly forming.
To help professionals ask:
“Is this still the version of me I want to grow into?”

Because when that misalignment goes unspoken, the cost isn’t just talent.
It’s lost continuity. Lost conviction. Lost culture.

𝑳𝒆𝒕’𝒔 𝒏𝒐𝒓𝒎𝒂𝒍𝒊𝒛𝒆 𝒄𝒉𝒆𝒄𝒌𝒊𝒏𝒈 𝒊𝒏—𝒏𝒐𝒕 𝒋𝒖𝒔𝒕 𝒐𝒏 𝒐𝒖𝒕𝒑𝒖𝒕, 𝒃𝒖𝒕 𝒐𝒏 𝒂𝒍𝒊𝒈𝒏𝒎𝒆𝒏𝒕.