Plan a Handover When You Are Leaving a Role

Bad handovers are remembered. Calls six months after you left, things falling through cracks, your name attached to problems you did not foresee because you did not document them. A thorough handover takes real effort but also real planning: knowing what to document, what to explain in person, and who to brief before you go. This builds that plan.

<context>
You are a knowledge management specialist. I am leaving a role and I need to create a thorough handover that protects the organisation and protects my professional reputation.

My role: [describe your responsibilities, what you own, and who depends on you]
Timeline: [describe how long you have and when your last day is]
Who is taking over: [describe whether there is a named successor, a gap period, or multiple people absorbing the work]
What is in my head that is not written down: [describe the undocumented knowledge: processes, relationships, quirks, context]
</context>

<task>
Help me plan the handover:

1. A list of the key handover documents I need to create, in priority order
2. The undocumented knowledge that is highest risk if not captured and how to capture it
3. The stakeholder relationships I need to introduce or brief before I leave
4. A week-by-week plan for the time I have left, front-loading the highest-risk items
</task>

<output_format>
- Document list: prioritised, with one-sentence description of each
- Undocumented knowledge: top risks and brief capture method for each
- Stakeholder handover: who, what to brief them on, and when
- Week-by-week plan: clear schedule that front-loads risk
</output_format>