How do you manage the emotional impact without losing professional momentum?
The first priority is stabilising your thinking. Many senior leaders try to push through the emotional impact by getting busy: rewriting a CV, applying broadly, or saying yes to conversations they are not ready for. That activity can look productive while confidence is actually dropping in the background. Coaching creates a private, practical space to process what has happened without letting it derail your career narrative.
A key part of this work is separating emotion from story. You do not need a long explanation of the redundancy. You need a calm, factual line that closes the subject and allows you to pivot. For example, “The organisation restructured and my role was removed” is enough. You then move quickly to value: what you delivered, the problems you solve, and what you are targeting next. This protects credibility, keeps you future-focused, and prevents interviews becoming a post-mortem.
Coaching also helps rebuild confidence in a grounded way. Not through hype, but through evidence. We identify the achievements that best demonstrate commercial impact, leadership judgement, and results under pressure. When you reconnect with those outcomes, you stop seeing redundancy as a verdict on capability and start seeing it as a transition you can manage.
What does a clear transition strategy look like in practice?
Once you feel steadier, we shift to strategy. That means getting specific about the next role: scope, leadership remit, decision rights, culture, sector, and the kind of problems you want to solve. Clarity here prevents you chasing the wrong roles simply because they are available. We then rebuild your positioning so it reflects your destination as well as your track record. Your CV and LinkedIn profile are aligned to the same message, with outcomes at the top and a narrative that is easy for others to repeat.
From there, we create a weekly plan that is sustainable. Senior roles are rarely won through job boards alone, so the focus is on targeted networking, warm reconnections, selected search consultants, and decision-makers who influence hiring. Interview examples are prepared so they are concise, commercially framed, and consistent across conversations. Progress is tracked simply, allowing you to see what is working and adjust quickly.
The end result is not just another job. It is clarity, control, and a next step chosen deliberately rather than under pressure.