Author: Jonathan W. Pritchard

Map the people decisions before announcing the new structure. Coordinate employment counsel, HR, and operating owners so each affected person receives clea...

Address an executive’s missed expectations by naming the required outcome, the observed gap, and the next review.

An executive exit meeting should state the reviewed decision clearly, explain the immediate practical steps, and avoid a debate disguised as consultation. ...

An outcome-and-support review for deciding whether to continue a correction plan or seek advice on an executive exit.

Prepare the employment decision with counsel, then deliver it directly and respectfully. Acknowledge the relationship without asking your friend to comfort...

Announce layoffs with a verified business reason, a clear account of the process, and confirmed next steps for affected people.

Tell customers affected by layoffs who now owns their work, which delivery commitments remain verified, and how to escalate an urgent issue. Acknowledge th...

Prepare managers with counsel-reviewed facts, a clear role, and a rehearsal of difficult questions. Evaluate clarity and boundaries rather than requiring a...

Start by deciding what work will stop and who now owns the remaining obligations. Explain current priorities and honor specific commitments before asking e...

Reset workloads after layoffs by removing work before distributing the responsibilities that remain. Bring managers and people who perform the work into a ...