Five Common Mistakes Leaders Make During Restructures
You're probably making at least three of these mistakes right now. Waiting to communicate until the proposal is ready. Letting managers avoid one-on-one conversations. Disappearing into planning meetings just when people need visible leadership. These are predictable patterns that emerge when leaders treat restructures as purely structural exercises. The psychological impact gets ignored. Here's what research and NZ case law say you should do instead.
The Restructuring Waves (That Nobody Really Wants to Talk About)
This reactive, cost-cutting approach is like buying a secondhand, one-star energy rating household appliance. It does the job short-term but requires more maintenance long-term.
A Principled Approach to Organisation Design and Restructuring
There's no silver bullet' is the catch-phrase every consultant says. And they're right… except for one thing. Design principles are the closest thing to a silver bullet I've seen in organisation design. Without them, decisions default to politics, hierarchy, and personal preferences. With them? Consistent decision-making, clear accountability, and measurable success. Here's why the 'magical number seven' matters more than you think.