What If the Team I Built Isn’t the Team We Need?
- Sheree Cannon
- Apr 8
- 3 min read
Updated: May 14
How to restructure with integrity, navigate tough personnel shifts, and rebuild alignment
Sheree Cannon | Nonprofit Strategist & Consultant | Author
© Sheree Cannon, author. All rights reserved.
Introduction
You built this team. You hired people who believed in the mission, often before it was fully funded or clearly defined.
They showed up when it was scrappy, urgent, all hands on deck.
But now things are shifting. The organization is growing. The systems are maturing. The complexity is increasing. And some team members—while still good people—may not be the right fit for where you’re going next.
It’s a painful realization for any leader:What if the team I built isn’t the team we need anymore?
This white paper offers a steady, kind framework for navigating that realization with truth and care. You don’t need to create chaos or shame. You just need clarity—and the courage to realign.
Why This Is So Hard for Founders and CEOs
This isn’t just about performance. It’s about relationships.
When you’ve built something with people who stood beside you in early days, it feels personal to make changes. But holding on too long—out of guilt, loyalty, or avoidance—can damage your culture and stall your growth.
Signs you may be facing this challenge:
You’re redoing or micromanaging someone’s work
Team communication feels unclear, inconsistent, or overly emotional
You avoid key conversations because you don’t want to hurt anyone
You’re making decisions based on personalities—not roles or outcomes
You’ve grown, but your org chart hasn’t
“Leadership requires loyalty to the mission—not just to the past.”
What Happens When You Don’t Address It
Avoiding tough personnel shifts creates:
Hidden resentment on high-performing teams
Burnout from overcompensating for poor fit
Fuzzy decision-making and inconsistent accountability
Unclear roles that waste energy and blur boundaries
Delays in reaching your next phase of growth
And ultimately, your best people may leave—because you’re not leading.
Five Steps to Rebuild Team Alignment Without Drama
1. Step Back and Map the Organization You Need Now
Start with a blank sheet of paper. If you were hiring today to meet your current size, structure, and strategy, what roles would exist? What skills would be essential? What level of leadership or experience would be required?
This gives you a “true north” to measure your current team against—without judgment.
2. Identify Where the Gaps (or Misalignments) Are
Ask:
Who’s in the right role, right now?
Who has potential, but needs coaching or a new seat?
Who may no longer be a fit for this phase of work?
Get clear, but stay compassionate. People can be good and still not aligned anymore.
3. Create a Clear Path Forward—With Options
Not every misalignment needs to result in termination. Consider:
Reworking roles or titles
Offering training or mentoring
Inviting staff into a new phase of culture
Gently supporting someone’s transition if they’ve outgrown (or undergrown) the organization
Make a plan that’s honest, kind, and strategic.
4. Lead Conversations with Clarity and Care
Don’t sugarcoat or stall. Be direct and kind.
Explain the direction the organization is heading
Share what’s needed in each role
Invite reflection and participation—but stay clear on the expectations
Offer support—but don’t overfunction or enable
Your tone sets the emotional temperature for the whole team.
5. Rebuild the Culture You Want Moving Forward
After personnel changes, organizations often go quiet or tense. Instead, create space to:
Reaffirm values and vision
Welcome new energy or structure
Invite team input into how you move forward
Lead visibly and consistently
Let this be not just a shift—but a reset.
Conclusion: It’s Okay to Grow Beyond What You Built
You can love your team and still lead them through change. You can honor past contributions without sacrificing your next chapter.
Leadership isn’t about avoiding discomfort. It’s about creating clarity, safety, and alignment—even when that means letting go.
You are allowed to restructure. You are allowed to evolve. And you are allowed to build the team your mission needs now.
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