How I Navigated One of the Hardest Moments in My Career

I want to take you back to a time in my career when I had to lead a really difficult change. As part of a cost optimisation strategy, our company made the decision to move parts of the team to a different country, one where hiring would be more cost-effective. From a business point of view, the decision made complete sense. But as a leader, it was deeply painful.

These were people I had hired. People I had mentored and built relationships with. I knew their kids’ names and their pets’ names. And now I was the one tasked with taking away their roles. I didn’t have a playbook. I’d never done anything like this before.

The only thing I knew for sure was that I had to be transparent. I’d been advised to keep a poker face, to stay professional and distanced. But that’s not who I am. So I chose to communicate early and honestly, even when I didn’t have all the answers. I knew it might cause anxiety, but I also knew that giving people a heads-up, rather than blindsiding them, was the right thing to do.

Once I’d communicated what was happening, I focused on helping the team transition with as much dignity as possible. I fought hard to get a strong exit support package in place. We secured severance, coaching, and six months of access to a career coach for each affected team member. Many of them were facing redundancy for the first time in their lives, and I wanted to support their wellbeing and confidence in any way I could.

Looking back, this experience taught me that real leadership is tested in moments like these. It’s not about how you lead when everything is going well, it’s about how you show up when everything feels uncertain. I had to hold space for my team while still showing up strong for senior leadership. I had to challenge decisions when I felt they weren’t right. I had to honour my values, even when it was uncomfortable.

And most of all, I had to remind myself that people will always remember how you made them feel. Not just what you did.

Advice for Leaders Navigating Difficult Change

If you’re in the middle of a difficult change right now, here are a few things I’ve learnt that might help.

1. Apply Empathy in Both Directions
Most people associate empathy with caring for their team, but we need to apply empathy to the business too. The organisation is also navigating pressure. As a leader, you are holding both. Your role is to bridge the needs of people and the needs of the business. That’s not easy, but it is essential.

2. Lead with Clarity, Not Certainty
One of the biggest mistakes I’ve seen is waiting until you have all the answers before communicating. But in the absence of information, people spiral. I believe in leading with clarity even when certainty is unavailable. Tell people what you know. Be honest about what you don’t. That kind of clarity builds trust.

3. Don’t Neglect the Emotional Toll
Leading through change is emotionally heavy. You might not be able to talk to your team, your peers, or even your friends about the weight you’re carrying. Make sure you have a space to process it. I see a therapist regularly, and during difficult times, I also work with a career coach. Those spaces allow me to feel what I need to feel, so I can keep showing up with intention.

4. Care for the People, Not Just the Process
It’s easy to focus on logistics and timelines and forget that people are at the heart of every change. Prioritise dignity. Be human. Recognise that the team members who stay behind are going through something too, survivor’s guilt, uncertainty, and worry. They’re watching how you lead, and how you support their peers.

Key Traits That Matter Most

When I think about what traits have helped me most during change, three come to mind:

• Emotional Resilience
  You need to absorb uncertainty and still hold space for others. If you’re not steady, your team won’t be either. This doesn’t mean pretending everything is okay, it means doing the inner work so you can show up grounded.

• Courage
  Change often invites you to challenge the status quo. That takes courage. You may have to push back on processes, make unpopular decisions, or speak truths others avoid. Courage is about doing what’s right, even when it’s uncomfortable.

• Clarity
  Ambiguity multiplies during crisis. Your job is to cut through the noise and bring focus. Speak clearly. Explain what’s happening, what it means, and what the next steps are. Everyone processes change differently, so your clarity creates the stability they need.

If You’re Struggling, You’re Not Alone

I want to say something directly to any leader who’s struggling right now. You don’t have to have it all together to lead well.

This work is hard. You’re expected to stay strong for others while carrying emotional weight that most people never see. It can feel isolating. Some days, I’ve wondered if I should be doing this at all. I’ve even joked that I should get certified as a therapist, because some days, that’s what it feels like.

But what I’ve learnt is that you are allowed to feel the impact. You are allowed to struggle. That doesn’t make you a bad leader. It shows you care.

Let your values be your anchor. Come back to what matters most to you. That’s where your integrity lives. And remember, you don’t have to do it alone. Whether it’s a therapist, a coach, or a community like Flux, there is support out there. Reach for it.

You are not failing. You are growing. And that growth often comes in the messiest, most human moments.

Thank you to Remya Ramesh for generously sharing her experiences, values and wisdom on navigating difficult change with clarity and compassion. Her perspective is a powerful reminder that human-centred leadership can thrive even in the most challenging seasons. If you are a Flux member with lessons, insights or strategies to support others in our community, we’d love to hear from you.