Change is uncomfortable, even for seasoned leaders. Recognize that transition isn’t easy, and a lot can feel uncertain. But help them focus on what you can control. Then equip them with what they need like: - leadership upskilling - additional training - a space to voice concerns. Don't just expect them to figure it out. Help them turn this challenge into an opportunity. You can encourage them with, “This is your chance to set the tone for your team. How can we make this transition as smooth as possible together?” The best way to support leaders is to be the kind of leader they can lean on.

I apply Kotter’s 8-Step Change Model to equip managers with a structured approach. In a previous project, I guided leaders through step-by-step execution—starting with urgency creation, then aligning teams with a shared vision. Regular pulse checks ensured clarity and confidence. Training in resilience and transparent communication helped managers regain control. For deeper insights, read "Leading Change" by John Kotter. Leading change without strategy is like driving blindfolded—expect a crash! 🚦📊 Do follow for more insights like this! ♻️

Supporting managers during a reorganization requires a combination of strategic guidance, emotional intelligence, and clear direction. First, acknowledge their challenges—uncertainty and shifting expectations can be overwhelming. Offer transparent communication about the bigger picture, ensuring they understand the goals and their role in executing change. Equip them with practical tools and training—whether it’s leadership coaching, change management strategies, or conflict resolution skills. Encourage them to lead with empathy by actively listening to their teams, addressing concerns, and maintaining morale. Set clear priorities to reduce confusion and decision fatigue, helping them focus on what truly matters.

When the dust of reorganization settles, it’s easy for managers to feel adrift. But think of it like teaching someone to sail through a storm—they need the right guidance and tools. To help your managers lead effectively, start by offering clarity. Define roles and expectations, then empower them to take ownership of their team’s morale. Regular check-ins, providing emotional support, and equipping them with skills to adapt to new dynamics are key. Creating an environment where open dialogue thrives allows for growth. Reorganization doesn’t need to be a storm; with the right approach, it becomes a navigable journey—together we thrive.

Set up a "Big Things" meeting where everyone shares the top thing they need to accomplish this week to move the needle forward. Give feedback if the goals aren't aligned, offer support where needed, and give encouragement where possible.