Navigating Tensions of Restructuring: Structure, Flexibility, and Humanity

I was on an org restructuring call with a client team yesterday. The business is expanding, the org chart is shifting, new roles are forming, and some long-time teams are being reshuffled.

Like most restructures, it wasn’t just logistical. It was deeply human.

Restructuring requires both structure and flexibility. You need enough clarity to move forward and enough openness to let things evolve as people step into new roles.

So, what was working for this team?

✅ Co-create the path
The best restructuring efforts I’ve seen aren’t handed down—they’re built with the leaders and teams doing the work. Invite them in. Their ownership makes the structure stick.

✅ Build a rhythm of check-ins
Don’t expect clarity to happen overnight. Roles and handoffs take time to solidify. Check-ins help catch misalignment early and keep people grounded in a shared purpose.

✅ Make space for grief
Yes, grief. Restructuring often means letting go—of teams people loved, clients they were proud to serve, and work that gave them meaning.
Honoring that loss—without guilt or shame—helps people move through the transition rather than resist it.

A final thought for leaders:

You don’t have to figure everything out before inviting people in. In fact, inviting people in before it’s fully baked might be the wisest move you can make.