How can you align your career goals with a restructured organization?

1 Assess the situation

The first step is to understand the reasons, goals, and implications of the restructuring for your organization and your department. You can do this by asking questions, seeking feedback, and reading relevant documents and communications. This will help you identify the main drivers, benefits, and risks of the change, as well as the expectations and requirements for your role and performance. You will also be able to gauge the level of support and resources available for your transition and development.

2 Review your career goals

The next step is to review your career goals and evaluate how they align with the restructured organization. You can do this by reflecting on your strengths, interests, values, and aspirations, and comparing them with the vision, mission, and values of the organization. You can also consider the skills, competencies, and experiences that are in demand or will be in the future, and how they match your current or desired profile. You may need to adjust your career goals to fit the new reality, or reaffirm your commitment to pursue them.

3 Identify opportunities and gaps

The third step is to identify the opportunities and gaps that the restructuring creates for your career development. You can do this by exploring the new roles, projects, or initiatives that are available or will be created as a result of the change. You can also assess the gaps or challenges that you may face in fulfilling your current or desired role, such as new responsibilities, expectations, or skills. You may need to seek new opportunities to learn, grow, or contribute, or address the gaps or challenges that may hinder your progress.

4 Create an action plan

The fourth step is to create an action plan to achieve your career goals in the restructured organization. You can do this by setting specific, measurable, achievable, relevant, and time-bound (SMART) objectives for your short-term and long-term development. You can also identify the actions, resources, and support that you need to accomplish your objectives, such as training, mentoring, coaching, networking, or feedback. You may need to communicate your action plan to your manager, peers, or mentors, and seek their guidance, collaboration, or endorsement.

5 Monitor and evaluate your progress

The fifth step is to monitor and evaluate your progress towards your career goals in the restructured organization. You can do this by tracking your achievements, challenges, and feedback, and reviewing them regularly. You can also measure your performance, satisfaction, and impact, and compare them with your expectations and standards. You may need to update your action plan, celebrate your successes, or address your issues, based on your results and feedback.

6 Be flexible and resilient

The sixth step is to be flexible and resilient in adapting to the restructured organization and pursuing your career goals. You can do this by embracing change, learning from mistakes, and seeking feedback. You can also maintain a positive attitude, a growth mindset, and a sense of purpose. You may need to cope with stress, uncertainty, or resistance, and overcome them with confidence, optimism, and perseverance.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?