Restructuring isn't just about org charts—it’s about people navigating loss, uncertainty, and change. Before solving conflicts, sit with the discomfort. Restructuring stirs uncertainty, fear, and even grief. Acknowledge emotions by naming them: “I see this is frustrating.” Validate concerns without fixing: “It makes sense that this feels uncertain.” Listen fully—without rushing to reassure.Leaders who hold space for frustration, grief, and resistance build trust. Instead of rushing to solutions, ask: What feels hardest right now? True resolution begins when people feel seen. Change isn’t just strategic; it’s deeply human. #Leadership #ChangeManagement #CORE

I would keep it simple restructuring as R.E.S.E.T. Recognize the issue early Empathize with all viewpoints Seek collaborative solutions Establish clear roles post-restructuring Track progress and adjust as needed My such approach will foster trust, clarity, and cooperation, easing transitions smoothly.

To resolve team conflicts during restructuring, prioritize open communication, clarify roles, and encourage collaboration. Actively listen, set shared goals, and provide conflict resolution training. Use mediation for unresolved issues, follow up on progress, and lead by example to foster a harmonious work environment.

Comunicação Aberta: Promova um ambiente onde todos se sintam à vontade para expressar suas preocupações e ideias. Realize reuniões regulares para discutir a reestruturação e permitir que os funcionários compartilhem seus pensamentos. Mediação: Quando surgirem conflitos, considere a presença de um mediador neutro para facilitar a comunicação entre as partes envolvidas. Isso pode ajudar a esclarecer mal-entendidos e encontrar soluções mutuamente aceitáveis. Empatia e Compreensão: Encoraje os membros da equipe a entenderem as perspectivas uns dos outros. Exercícios de empatia podem ajudar a reduzir tensões e promover um ambiente de trabalho mais harmonioso.