Sie unterstützen einen CEO bei einer großen Unternehmensumstrukturierung. Wie können Sie ihnen helfen, Selbstzweifel zu überwinden?

In supporting a CEO through a major restructuring, I would focus on these key areas: 1. Strengthening Vision: Reinforce clarity on the long-term vision and the CEO’s role in achieving it. 2. Building Resilience: Provide tools to manage stress, maintain focus, and stay grounded. 3. Emphasizing Strengths: Highlight past successes to boost confidence and remind them of their capabilities. 4. Fostering Support Networks: Encourage leveraging trusted advisors and team members. 5. Mindset Shift: Guide them in reframing challenges as opportunities for growth. Addressing these areas, would help the CEO navigate change with confidence and purpose.

Helping a CEO overcome self-doubt involves addressing their mindset, reinforcing their strengths while at the same time providing them with strategic support. Consider these: Encourage them to reflect on past successes. Remind them of the qualities and skills they have. Help them focus on their strengths that have a role in the restructuring. Shift their mindset to focus on the value they bring. Check in with them to discuss new challenges while reinforcing their leadership vision. Connect them to other CEOs that had similar challenges and can offer advice. Remind them about resilience, how setbacks are temporary and part of growing. Help them celebrate the small wins along the way. Reinforce their confidence in themselves as a leader.

I will focus on keeping their confidence up by reminding them of past successes and the long-term benefits of restructuring. I’ll help them stay focused on the big picture and ensure they have a clear, manageable plan to reduce overwhelm. I’ll also encourage self-care to prevent stress from clouding their judgment and remind them of the strong team supporting them. Celebrating small wins will help maintain momentum, and I’ll suggest they connect with leaders who’ve faced similar challenges for reassurance. This approach will help them lead with confidence and clarity through the changes.

I find self-doubt grows when I am not in alignment with my purpose and values. When I can start there, I can be my most authentic self -- and from that place, we can lead thru uncertainty. It is from this place that the most human communication can be shared, which always lands with more heart than a robot.

The CEO should understand what change is and means to others. All change brings uncertainty, however change that you choose yourself - such as moving to a new job - provides more control and therefore you can better manage your feelings and how you adapt. Change that is driven by others or circumstances - such as a restructure - adds in loss of control, insecurity, and often resistance or slowness to adapt. There is also a culture/morale impact. Helping the CEO to understand change, and be able to flex style, adapt approach, and communication to different audiences provides greater acceptance. For all stakeholders

Acredito que quando você confia no seu time e compartilha com eles, a tendência é dar certo qualquer planejamento, pois a clareza e honestidade farão com que todos se sintam parte do processo e se comprometerão com as etapas. Depois analisa a situação da empresa(análise SWOT). Ao longo do processo, ajuste se necessário. Apos isso, defina objetivos claros e Metas que devem ser alinhados com a visão e missão da empresa, identificando a área mais critica e inicie por. O resultado só é alcançado quando as estratégias são claras e objetivas, inserindo o time em todo processo.

Ajudar um CEO durante uma reestruturação requer um planejamento estratégico sólido e bem executado. O primeiro passo é realizar uma análise profunda da empresa, identificando pontos fortes, fracos, oportunidades e ameaças. Com esses insights, é possível definir metas claras e realistas para a nova fase da organização. Em seguida, alinhar essas metas com os recursos disponíveis, garantindo que a equipe e as ferramentas estejam preparadas para as mudanças. A comunicação eficaz é crucial: o CEO deve manter todos informados sobre progresso e expectativas, promovendo um ambiente de transparência e confiança. Monitorar os resultados e ajustar o plano conforme necessário assegura que a reestruturação seja bem-sucedida e sustentável a longo prazo.

When it comes to a major restructure it is important that a CEO is able to clearly articulate the vision and rationale for the change. An executive coach can assist a CEO to look at the change from all the relevant stakeholder perspectives, this will assist with the development of the change strategy.

To help the CEO build resilience, advise them to: Focus on controllables: Concentrate on what they can influence. Stay adaptable: Be open to adjusting strategies as needed. Build a support network: Rely on trusted advisors and team members. Practice self-care: Prioritize physical and mental well-being.

Resilience is key during major changes. I remember working with a CEO during a tough restructuring phase. We often discussed his past successes, particularly how he once turned a serious business challenge into a chance for growth. This wasn't just about revisiting past glories; it was about reminding him of the resilience and strategic skills he already had. Seeing these past successes as blueprints, he approached the restructuring with renewed confidence, turning potential setbacks into opportunities for learning and growth. This approach didn’t just help him steer through the turmoil—it inspired his whole team.

Research by PwC shows that 96% of CEOs believe resilience is a critical factor for long-term success. Strengthening resilience will enable a CEO to maintain confidence amid challenges. As my personal experience, I've had moments where I doubted my ability to lead complex coaching engagements. I built my own resilience by embracing continuous learning, understanding that setbacks are temporary. This resilience made me more effective, allowing me to coach leaders in navigating their challenges with persistence and adaptability.

Self esteem and confidence are not what CEO-s lack. In fact often the problem is over-confidence. In times of transformation the most important is to bring them Clarity! Clarity on blind spots, clarity on their vision and role, clarity on their priorities and focus, clarity on what they can delegate or not, clarity on what going on in the organization nobody tells them about, clarity on how their behaviour affects the whole company.

1. Leverage Your Network: connect with peers, mentors, and industry leaders. These relationships can provide valuable perspectives, advice, and emotional support during these challenging times. 2.Foster Open Communication: Promote transparency by engaging in open dialogue with your team. This can help build trust and enable collective problem-solving, making the restructuring process smoother. 3. Clarify Vision and Goals: Articulate your vision and reason for the reorganization. This clarity will help align your employees and create a shared sense of purpose. 4.Connect with Key Stakeholders early in the process. Getting input from various departments can foster a sense of ownership among your employees.

Managing perception, stakeholders, and building strong connections are interconnected strategies that are essential when navigating a significant restructuring. A CEO who effectively manages these elements can create a more favorable environment for change, mitigate risks, and lay the groundwork for future success. By taking a proactive and inclusive approach, the CEO can transform what might initially seem like a challenging period into an opportunity for growth and renewal. Building relationships and developing this capability is essential.

A great way to involve others is feedforward. Share your plans upfront and ask for tips, adjustments or ideas to improve the plan. This creates involvement and the improves perception of the leader. It also helps to discover blind spots and helps to start with an even better actionplan

La mentalidad siempre será la mejor aliada de todos los procesos y más en los momentos determinantes como es una reestructuración. El CEO a pesar de ser una figura de autoridad es un ser humano que debe tener dentro de sus habilidades de liderazgo una mente y actitud abierta para poder tomar decisiones de cambios sobre la marcha o de ajustes en el momento que se requiera. Toda reestructuración siempre traerá mucha ansiedad y dudas, sin embargo si está apoyado con un buen equipo estratégico operativo en los cuales confíe sus decisiones va a lograr proceder de la mejor manera. Siempre contar con un buen equipo que le ayude a adaptarse, será una de las grandes apuestas que un CEO debe tener.

In today's VUCA world—Volatile, Uncertain, Complex, and Ambiguous—adaptability is crucial for effective leadership, especially during restructuring. Being adaptable means staying open to new ideas and flexible in approaches, not losing direction. It allows leaders to view changes as strategic pivots rather than failures, easing self-doubt. An executive coach can support CEOs by providing valuable outside perspectives, enhancing resilience, and improving decision-making. They help leaders cultivate flexibility and maintain focus, empowering them to navigate through organizational change with confidence and foster a culture that embraces adaptability.

In the ever-evolving landscape of corporate restructuring, adaptability emerges as one of the most crucial leadership traits a CEO can possess. To navigate this fluid environment effectively, it’s essential for the CEO to cultivate an open-minded and flexible approach to leadership. This begins with embracing the idea that adaptability is not a sign of indecision or lack of direction, but rather a strategic strength that allows leaders to pivot when necessary and respond to new information and challenges with agility. This can be achieved by creating an environment where feedback is actively sought and valued, and where diverse viewpoints are seen as opportunities for growth rather than obstacles to overcome.

Patience is paramount. It is needed to genuinely listen to ideas and to avoid "but what about" thinking. Patience is needed to give something a try and to allow time to truly assess if it will work. Patience is needed to give others the chance to do things in the way that best suits their strengths. Ultimately, this will build the affinity for the project and the sense of value among the contributors to see the project to the best resolution.

From a leadership and neuroscience perspective, I encourage CEOs and business leaders to view adaptability as a strength, not a deviation from their plan, highlighting that openness to new ideas and adjusting strategies aligns with conscious decision-making and peak performance. This mindset shift reduces self-doubt by redefining changes as strategic pivots rather than failures. Flexibility and a clear vision empower the CEO to navigate uncertainty confidently, ensuring resilient and mindful leadership throughout the process.

Encourage a focus on learning and growth rather than perfection. It reduces the pressure if CEOs see restructuring as an opportunity to grow rather than an all-or-nothing proposition.

I find that leaders often avoid or omit to ask their teams "What do you learn from the past year (or 5 years) and from that what would you like to use or shed?" and this can provide such useful data for org dev (OD) and leadership development as well as giving the gift of reflection and continuous learning to each team member.

Promote a mindset of continuous learning. Encourage the CEO to view the restructuring as an opportunity for growth and development. In my experience, those who commit to learning through change emerge stronger and more confident in their abilities. I emphasize the importance of staying curious and open to new insights as they lead through the transition.

Navigating an organisation level change requires a leader to see things from a Bird's Eye View. In a restructuring exercise, self doubt can become a roadblock. The leader must introspect the root cause to build resilience. 1) Strategy vs Execution - Reflecting upon the strategies and execution steps would give better clarity leading to overcoming self doubts. 2) Involving Sounding Board in Decision Making - Involving trusted stakeholders will drive the change in an acceptable way. 3) Maintain Transparency with Tact - Speaking with the people across levels will help in gauging the pulse of employees and their response. 4) Leading with Compassion - Compassion for others will lead to overcoming self doubts. Cheers!