Restructuring decisions often make sense on a spreadsheet. Roles are consolidated, teams are merged and leadership charts are redrawn with strategic precision. But once the dust settles, what’s left behind is rarely neat: Uncertainty, silence and disengagement ripple across the organization.

As someone who’s helped dozens of leadership teams move through this critical transition period, I’ve seen what happens when CEOs stop at the strategy and neglect the human aftermath. If you want your organization to move forward—intact, focused and high-performing—your job isn’t done when the reorg is announced. In fact, it’s just beginning…