
A restructuring has flipped the script—a former employee or co-worker you once ignored or disliked is now calling the shots as your new boss.
Your initial reaction? Dust off your resume or escalate concerns to upper management.
But before making an impulsive move, consider this: adapting to these changes presents a unique opportunity to demonstrate resilience, self-awareness, and leadership agility.
Successfully navigating this transition proves your ability to collaborate with anyone, under any circumstances—a desirable trait for all great leaders.
Tips to Develop a Positive Working Relationship
- Acknowledge and Accept the Change
- Extend a professional “congratulations” when the announcement is made. Words matter, but sincerity is key.
- Proactively request a meeting to clarify expectations and roles due to the restructuring. Beware if the new boss insists there will be no changes—request the meeting to ensure alignment.
- Set the tone for mutual respect—listening with intention fosters collaboration, regardless of past tensions.
- Don’t expect instant rapport with the new boss. S/he may not readily trust you due to a lack of confidence or past interactions with you. Be patient and don’t undermine their progress.
- Strengthen Professionalism and Awareness
- Your biases, poor communication skills, and other bad habits may be why you were overlooked in the company restructuring. These must be addressed with your executive coach and therapist for you to excel.
- This is a great opportunity for professional growth—attend workshops (and actively participate), engage in role-playing exercises, and listen to podcasts that sharpen emotional intelligence, adaptability, and objectivity.
- Hire your own executive coach and use an objective job fit assessment to understand your inherent strengths and weaknesses. Confidentially, talk about how to become more effective.
- Remember, awareness alone doesn’t drive change—your leadership style must visibly shift through consistent actions.
- Be open to receiving feedback and coaching from the new boss, even when you disagree. Ask open-ended questions to discern the true issue.
- Develop a Growth Mindset
- It’s a new day when a company restructures (or is sold). It’s important to be a team player and stop participating in toxic factions or discriminatory cliques (inside and outside the company) that want to hold on to the old way of doing business.
- Build emotional integrity: Demonstrating personal accountability signals to upper management that you’re invested in long-term success and future leadership opportunities.
- Find an internal corporate or industry mentor to guide you through the restructuring, new working relationships, and new issues.
- Rebuild Trust, If Possible
- Reliability is key—consistently deliver on commitments and communicate challenges transparently.
- Seek guidance from the new boss, even on familiar situations. These interactions offer fresh perspectives and demonstrate respect.
- Support the new boss’s success, especially when s/he makes mistakes or poor decisions. Remember, your words and actions speak loudly.
- Be an advocate if your former team members are struggling. Talk 1:1 with the new boss and encourage team members to do the same.
- If met with cool indifference, remain professional—time and consistency will determine whether trust can be rebuilt.
- Steer clear of office gossip. Instead, publicly support your new boss and contribute to a culture of collaboration.
- Apply These Lessons for Long-Term Growth
- Shift focus to measurable contributions: add value, showcase strengths, and position yourself as a team player despite company changes.
- Leverage this experience to deepen your understanding of workplace dynamics and to mitigate biases. Learning how to work with and through others for team success is important.
- Demonstrate ethical leadership and an inclusive mindset—your actions reinforce your credibility and growth.
Leadership is about navigating challenges, adapting with integrity, and fostering alignment. Embrace it. This can be your golden opportunity to elevate, expand, and excel your leadership.
©Jeannette Seibly 2025 All Rights Reserved
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, specializes in delivering innovative solutions for hiring, coaching, and leadership challenges. Over the past 32 years, she has empowered business owners, executives, and managers to achieve remarkable success. With a steadfast commitment to excellence, Jeannette champions those eager to elevate their performance and reach new heights.
Grab her book, “Hire Amazing Employees,” and confidently redesign and use a strategic selection system to ensure people are placed in the right jobs.