This month, we’re discussing realigning and restructuring when a leader in your practice begins to show signs of dissatisfaction or disengagement. Whether that looks like persistent frustration, negative feedback, or an overall lack of motivation, it’s time to take a closer look. Are they overwhelmed? Are they in the right role for their skills and strengths? Are they performing at the level needed for the demands of the position?
This decision doesn’t usually happen overnight. It’s often the result of several one-on-one meetings where specific improvements are discussed, goals are set, and expectations are clarified. It becomes easier to justify a role change when there are clearly defined goals that are not being met and performance continues to fall short despite efforts to course-correct.
The key is not to ignore these cues. A check-in meeting that invites honesty, not judgment, can open the door to a productive conversation. By showing that you hear their concerns—even if they aren’t voiced perfectly—you validate their experience. But hearing them doesn’t mean halting necessary changes. It means setting the stage for mutual understanding.
Come back next week for more on addressing realignments with a leader who is about to embark on a role change.
