If a C-suite leader is ?????????????????? ???????? ??????????????????????????, I would first seek to understand the root of their resistance. This feedback can provide valuable insights into the leader's concerns and the potential benefits of restructuring. Once we have a clear understanding of the situation, I would work with the leader to develop a plan for positive and lasting behavioral change. Here are some steps we might take: a) ???????????????? ???????????????? ?????????????? b) ?????????????????? ???????????????? c) ?????????????? ?????? ???????? d) ?????????????? ?????????????? ?????? ???????????????????????????? e) ???????????????? ???????????????????? ????????????

When a C-suite leader resists team restructuring, focus on aligning the change with overall business goals. Emphasize how restructuring can lead to greater efficiency, cost savings, and innovation. During my time at Booz Allen, I found that showing concrete examples of successful restructures increased leaders' buy-in. Encourage the executive to participate in a pilot program, allowing them to see benefits firsthand without committing to a full overhaul. Additionally, use data-driven insights to demonstrate how streamlined team structures improve agility and competitiveness, as we’ve successfully done at Nelson Cohen Consulting.

What are the compelling reasons for team restructuring? Unfortunately, too many team restructuring exercises have unintended consequences and are implemented with poor communication. If the primary driver is cutting costs, it is critical to ensure that costs are not shifted elsewhere as efficiency suffers. Your C-suite leader's resistance must be fully explored, and the business case for restructuring must be properly tested. However, getting your leader’s commitment to the wider organisation’s goals is also important, even if it costs his immediate team. Your leader needs to understand how this commitment will ultimately serve him and that resistance will undermine his own future. Reframe it as an opportunity rather than a loss.

When a C-suite leader resists team restructuring, it’s all about guiding them towards seeing the bigger picture. I’d start by presenting data-driven evidence that highlights the inefficiencies in the current structure and the potential gains of the new approach—numbers can be a real game-changer. Then, I’d ask open-ended questions like, “What risks do you see with this shift?” This creates space for them to express their concerns, and it shows you’re listening. Finally, I’d suggest piloting a small-scale restructuring to demonstrate its benefits without diving in headfirst. It’s all about blending empathy, data, and a touch of experimentation!

Guiding a C-suite leader to embrace team restructuring requires aligning the change with their goals. Start by highlighting inefficiencies in the current structure using data and real-world examples. Show how restructuring can enhance productivity, innovation, and employee satisfaction. Address their concerns with empathy, emphasizing how the change supports their vision for the organization. Encourage incremental steps to test the new structure's impact. Provide resources and support, framing the restructuring as a strategic move that strengthens their leadership legacy.