HR Managers - need your input

HR Managers - need your input

My daughter left a firm that she had been at for less than 6 months for a project that she was very passionate about. It turned out the new client was actually "at risk" and quite challenging. 7 weeks into her new role, the client became irate over a late deliverable (24 hours) that, since my daughter didn't have the appropriate access or training for, she had repeatedly followed up with the lead for that department to have it completed. She then requested the appropriate access/training immediately and offered a solution to the client to ensure that future deliverables were on time. However, the client believed that 7 weeks was long enough to be fully trained, viewed it as her weakness and demanded that she be removed from the account. Since the client was at risk the firm didn't want to push back. In addition, the firm was small so they didn't have the ability to move her to another client - therefore she was terminated. She was then forced to sign a non disparage clause in order to recieve a severance package. My question is - now that she's starting to interview, how does she address the reason for her leaving the other firm and her subsequent termination from the new firm. It truly wasn't her error and, I'm sorry, but 7 weeks is NOT enough time for anyone to be fully up to speed on an account. However, per her agreement, she needs to be careful on how she addresses her termination. What would be an acceptable explanation?