One of the hardest shifts for even seasoned leaders? Moving between being a people manager and an individual contributor.
In today’s workplace, reorganization and restructuring have become part of everyday reality. As roles evolve, many leaders find themselves navigating these transitions, sometimes unexpectedly.
Whether stepping into leadership for the first time or returning to a more hands-on IC role after managing people, the change can stir up unexpected emotions.
In my coaching work, I often see leaders struggle not because they lack skill but because they haven’t had time to process the change.
When roles shift, we don’t just change responsibilities—we lose certain things:
1- A sense of control or influence
2- Daily interaction with a team
3- Recognition or authority
4- Even part of our professional identity
I like to start these conversations by helping leaders name the losses—a vital but often skipped step. (Yes, even positive change can bring grief.)
Then, we explore what can be gained:
● Time for focused, strategic work
● A chance to rebuild skills or reinvent how they contribute
● A fresh perspective and renewed purpose
From there, the coaching turns to:
1- Normalizing the mindset shifts, grief, and anxiety that come with transitions—it’s a process, not a flip of a switch.
2- Redesigning habits and energy use—how time is spent, what to start doing differently, and what new skills are needed.
Because change isn’t just about titles—it’s about how we show up, adapt, and grow.