How to restructure roles without losing trust

Most leadership advice sounds the same: “Communicate better, empower your team, build trust.” Useful? Sure. But when you’re leading under pressure, those basics don’t solve the real friction. In my executive coaching sessions,I see leaders run into deeper traps, the ones that quietly erode influence, even when you think you’re “doing everything right.” Here are the 7  shifts that I’ve seen actually reset momentum in senior teams: → Audit invisible blockers: It’s rarely about motivation, it’s about hidden friction in process, clarity, or priorities. Diagnose before you prescribe. → Shift from goals to guardrails: Don’t just set outcomes, define what “not acceptable” looks like so your team knows their freedom boundaries. → Model vulnerability loops: Share what you’re learning in real time. It signals safety for your team to take smart risks. → Re-contract expectations: Don’t assume alignment, reset roles, priorities, and success measures every quarter. → Elevate second-line leaders: Your influence is capped unless you actively coach the people your team looks up to. → Anchor change with micro-stories: Instead of long memos, share 90-second stories that reinforce values in action. → Measure energy, not just output: Notice who’s leaning in during critical discussions, who’s disengaged, and why  those signals often predict performance dips before metrics do. I once worked with a COO who simply “re-contracted” expectations with their leadership team mid-quarter. That small move stopped a major project from drifting off course not because people weren’t working, but because alignment had quietly slipped. Of course, context matters, market shifts, resources, and timing all play their part. But when leaders apply these shifts, I’ve consistently seen teams regain momentum, rebuild trust, and re-ignite execution even under pressure. These aren’t theories, they’re practical tools Save this for your next leadership challenge. And tell me, what’s the hardest leadership shift you’ve had to make? #LeadershipUnderPressure #ExecutiveCoaching #LeadWithImpact #TeamAlignment #LeadershipShift

Rebuilding a High-Performing Team in an RTO World: A Client’s Success Story When my executive client was tasked with bringing his 650-person department back to the office after four years of remote work, we knew the challenge wasn’t just logistical—it was strategic - and his concern wasn’t just about getting people back to their desks but ensuring he had the right people in the right roles to drive business success. Through our collaboration, we decided to develop a two-phase approach that allowed him to manage change effectively while restructuring his team for optimal performance. Phase 1: Managing the Change of RTO (Months 1-3) Rather than rushing into assessments and restructuring, we agreed that it was best to focus on re-acclimation first. 🔹 Gradual Reintegration: He implemented a structured return—starting with three days in-office before scaling up—giving employees time to adjust. 🔹 Listening Sessions: My client led discussions with teams to understand concerns, workflows, and career aspirations post-remote. 🔹 Cultural Reset: He modeled the company values, reinforced the why behind RTO, and reinforced the culture in every meeting. Phase 2: Assessing & Restructuring the Team (Months 3-6) Once stability was established, the next step was restructuring the team for the future. 🔹 Skills & Contribution Audit: Partnering with HR and others, my client assessed whether each role still aligned with business needs. He found that some functions were now redundant, while others required a new skill set after four years. 🔹 Team Effectiveness Review: He restructured teams to improve efficiency and positioned high performers in roles that leveraged their strengths. 🔹 Strategic Reassignment & Exits: Some employees transitioned into new, more fitting roles. Others, who struggled to adapt or no longer aligned with the business, were respectfully transitioned out. Still others were supported in their current roles with new training to equip them to succeed in the future. Messaging the Changes: Transparency & Stability 🔹 Communicating the Vision: Early on, we knew framing the restructuring as an opportunity was important. 🔹 One-on-One Conversations: My client ensured employees moving into new roles—or out of the company—had clear, respectful conversations about their next steps. 🔹 Rebuilding Trust: By reinforcing that changes were intentional and strategic, employees recognized the thoughtfulness that had been invested in the changes. The Outcome? He's rounding out his six month and says his department is performing at a higher level than pre-pandemic. It's not been easy and there have been a few surprises, but he knows his team is set up for long-term success. What my client learned was that returning to the office wasn't the real challenge - rebuilding the right team was. If you’re navigating RTO and need to reassess your team for long-term success, let’s connect.👇

Navigating Organizational Restructuring with Confidence 🛠️ My client Michael, a sales director at a manufacturing company, was recently tasked with managing a major organizational restructuring. His team was anxious about the upcoming changes and worried about job security. Michael knew he had to guide them through this transition carefully to maintain morale and performance, and sought coaching for his solutions. How did he start? Michael started by identifying the concerns 🧭 In our sessions, Michael highlighted his team’s key concerns: fear of job loss, uncertainty about new roles, and stress over potential workload changes. Through our sessions Michael developed a strategy to address these worries head-on and make the transition as seamless as possible. He took the following steps: 💬Transparent Communication - Michael understood the importance of being honest and clear. He regularly updated his team on the restructuring process, explaining the reasons behind it and how it would ultimately benefit everyone. Michael encouraged team members to ask questions and shared his own experiences of adapting to change, making the team feel more at ease. 📝 Defining New Roles and Responsibilities - Michael worked with HR to clearly define new roles and responsibilities, so his team understood how they would fit into the restructured organization. Each team member received personalized role descriptions, ensuring they felt valued and confident about their future. ❤ Offering Emotional Support - Recognizing the emotional impact of restructuring, Michael emphasized mental wellness and encouraged his team to voice concerns. He organized one-on-one sessions to listen to each member’s worries, providing reassurance and helping them envision a positive future. What was the result? 🌈 By the end of the restructuring, Michael’s team felt secure and optimistic about their new roles. Productivity increased, and employee satisfaction scores improved significantly, showing the power of clear communication and emotional support in navigating change. How have you handles restructuring in your organization? Please share in comments. Transitioning through a restructuring doesn’t have to be disruptive. Reach out to discover strategies that keep teams engaged, secure, and motivated during times of change. ⭕ https://lnkd.in/dGGM5vCK #sonniasingh #sonniasinghleadershipcoach #productivity #workplace #OrganizationalChange #Restructuring #ChangeManagement #CorporateTraining #ReachOutForGrowth

Most leaders fail during major transitions. Here’s how to avoid it. I once watched a leadership team crumble during a major restructuring. Top players quit. Execution stalled. The CEO froze. Most leaders fail in moments of transition: → New ownership → Restructures and pivots → Big hires and team shake-ups When uncertainty hits, people freeze, protect their turf, or quit. The best leaders? They speed up trust, remove friction, and keep execution on track. Bill Campbell, the legendary coach behind Apple and Google, taught top CEOs how to lead through uncertainty. His 1:1 leadership principles built some of the greatest teams in the world. But his true measure of leadership? "The Yardstick. Measure your own success by the success of others." The best leaders don’t focus on proving themselves. They focus on elevating the people around them. So what if we applied Bill Campbell’s 1:1 leadership principles to change management? Here’s how👇 How to Lead Through Change Using Bill Campbell’s 1:1 Principles: 1️⃣ Speed up trust or lose your best people In times of change, silence breeds fear. Meet 1:1 with key players immediately, ask: “What’s working?” “What’s broken?” If they don’t feel heard, they’ll start looking elsewhere. 2️⃣ Shift from proving to empowering Most new leaders overcontrol. And lose their best people. Instead of dictating, ask: “What’s one thing to double down on?” Give ownership, not orders. 3️⃣ Kill friction before it kills execution Change creates silos and bottlenecks. Fix it by forcing peer accountability: “What’s the biggest blocker from another team?” “How can we solve it together?” Great leaders don’t just run departments. They align execution. 4️⃣ Re-sell the vision every 2 weeks During transitions, people forget fast. Repeating the vision isn't redundant. It's leadership. Every 2 weeks, reinforce: “Where we’re going.” “Why this change matters.” “How each person contributes.” 5️⃣ Make innovation a daily habit Uncertainty breeds fear. And fear kills creativity. To keep teams proactive, ask: “What experiment should we run this month?” “If you had full control, what’s the first change?” Execution-first teams outlast uncertainty. ↓↓↓ Do this, and your team will execute through any change. What’s the hardest part of leading a transition? Drop your experience in the comments. ♻️ Repost so your team sees this. ➕ Follow for more leadership strategies.