Are You Leaders and Managers Ready for the Restructure?

Organisational restructures and redundancies aren’t just strategic decisions - they’re emotional flashpoints. And while spreadsheets and legal frameworks matter, they’re only half the story - maybe less.

Leading through change takes both head and heart. It demands high-calibre skills and personal resourcefulness. The ability to hold your nerve and be fully present. To navigate complexity while staying human. This isn’t just about process—it’s about people. And too often, leaders are under-equipped for the real demands of what’s ahead.

Because let’s be clear - making someone redundant is one of the hardest conversations a leader will ever have. It’s not just about delivering a message; it’s about delivering that message with dignity while respecting the dignity of the person you're speaking with.

Tuning into how you are, and need to be, in that moment - but remembering that its not about you. You'll need to dial up your relational skills, give your focus and energy to them entirely, and leave space what whatever reactions may come. There's a tension in this moment - a need to be authentic and delicate - but you wont know if its delicate like handling a vase, or like handling a bomb. And - I'm sorry to say - you wont be in control either, not of what happens, you'll only be in control of how you are and how you respond.

It takes courage, clarity, and compassion. That alone is a heavy lift. But what often gets overlooked is the aftershock - the emotional and cultural impact on those left behind, including the leader.

That’s where the real leadership challenge lies.

Once roles are cut and announcements made, leaders are left managing a team that’s leaner, but more anxious. Fear creeps in - fear of heavier workloads, lower quality, and the haunting question: Am I next? Motivation can stall. Trust wavers. “Survivor guilt” sets in, and with it, a quiet slowing of development, engagement, and motivation.

How you handled the redundancies, and how you lead those left behind will define how you move forward together - your future culture.

And if you want to get through this with your people intact - and your future stronger - then now is the moment to invest in your leaders. Not just in the process, but in their capacity to lead with empathy, resilience, and clarity. They need support to steady the ship, manage uncertainty, and re-energise teams who are quietly struggling.

Because here’s the truth: people don’t follow processes - they follow leaders. And in moments like these, your people are looking for honesty, strength, and humanity. If your leaders don’t have the tools, the self-awareness, or the support to show up in that way, your restructure will cost more than roles - it will cost morale, trust, and future potential.

So the real question isn’t: Are you ready to restructure?

It’s: Are your leaders and managers truly ready to lead through it - and beyond?

If you'd like to discuss how we might support you and your leaders as you contemplate, plan or deliver a restructure then get in touch - we are always happy to have open and unconditional conversations.

Title: Are You Leaders and Managers Ready for the Restructure?