The decision
Clear rationale, scope, timing, and the leadership alignment behind it.
Expertise · Change ManagementReorganizations and change, handled with clarity and care.
A reorganization is not only a structural decision. It affects people, trust, communication, accountability, workloads, workflows, and culture.
The core principle
Four things have to line up.
When any one of these is missing, the change is felt as confusion, rumor, or distrust — regardless of how sound the decision was.
The people
Who is affected, who delivers the message, and who needs support first.
The message
What each audience needs to know, in what order, and from whom.
The implementation
Roles, workflows, systems, and accountability after the announcement.
The arc of the work
Before. During. After.
Before
Planning, leadership alignment, scenario work, message architecture, manager preparation, sequencing, and materials.
- Reorganization and change planning
- Stakeholder mapping
- Leadership alignment
- Message architecture and FAQs
- Manager and leader preparation
During
Disciplined execution on notification day and through the announcement window.
- Notification-day run of show
- Employee and stakeholder notification
- Media and external response
- Escalation and contingency protocols
After
Stabilizing the organization: roles, workflows, and continued communication.
- Role and responsibility clarification
- Workflow redesign and transition planning
- Follow-up communication cadence
- Post-change operating rhythms
Execution
Notification-Day Communications Run of Show
A minute-by-minute plan that removes guesswork from the hardest day, so leaders and managers know exactly what happens, when, and who owns it.
- Timeline and sequence
- Roles and ownership
- Leadership preparation
- Manager preparation
- Employee notification
- Stakeholder sequencing
- Materials and talking points
- Frequently asked questions
- Approval pathways
- Contingencies
- Escalation protocols
- Media response
- Follow-up communication
Managers should not learn the message at the same moment they are expected to deliver it.
Humanity
People may not agree with the decision. They should still be treated well in it.
Leaders cannot guarantee agreement, and they cannot control how anyone feels. What they can control is whether a difficult decision is communicated honestly, clearly, respectfully, and thoughtfully.
Clear about the decision. Human in the delivery. Intentional about the path forward.
The signature method
Know, Feel, Do
Communication should do more than distribute information. It should help people understand what matters, connect with why it matters, and know what to do next.
01
Know
What do you want them to know?
The facts, context, strategy, decision, organizational direction, expectations, or the reason behind a change.
02
Feel
What do you want them to feel?
Informed, respected, prepared, included, or confident. Emotion cannot be controlled, but it can be considered and honored in how a message is delivered.
03
Do
What do you want them to do?
Take action, change a behavior, make a decision, share information, adopt a new process, attend, or engage.
Experience
Tested in real organizational change
Led communications through major organizational restructures, including a large-scale workforce reduction affecting dozens of employees.
- Reorganization planning
- Change strategy
- Leadership alignment
- Internal and external change communications
- Role and responsibility clarification
- Team structure and job descriptions
- Workflow redesign
- Transition planning
- Manager communication tools
- FAQs and talking points
- Stakeholder mapping
- Post-change operating rhythms
In their words
What teams say about leading through change with Gina
With so much coming at her over the last two years, Gina helped restructure the Communications & Engagement Team by tapping into our individual strengths and talents and aligning our work with our purpose. Through her leadership, vision, and direction, we emerged as a well-oiled machine. This team shines brighter because of her.
Sylvia Mendoza
Copy Editor
Gina’s perspective, candor, and encouragement helped me find my footing and navigate a new role. She was a consistent advocate for our team while guiding us through challenges and change. She created a space where people felt connected, comfortable, and supported.
Christie Scott, APR
Senior Communications Strategist
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