3 Signs It’s Time to Restructure Your Team as a Leader

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0:33I can't wait to see you there. clear communication is key when it comes to making changes. Be transparent with your team. Talk about why the shifts are necessary and how they're going to improve the individual and company performance. Welcome back to the Jasmine Star Show, a place where we talk about business mindset and today how to know when it's time to revisit your team structure and roles. Now, sometime last year when I had started my mastermind, there was a group of seven-figure founders. These are business owners who are doing multiple seven figures in their business and there was a pattern that came up.

1:06And I see this often hit business owners around that 1.5,$2 million frame. And it's the ability to grow and scale because of the current team in place. Now, that's hard to talk about because the team that got you to that point may or may not be the team that gets you to the next point. And inside, as a CEO, as a founder, you feel guilt. Sometimes you feel that you're asking yourself questions like, do I have the leadership skills? Is this fair? If they're not happy with my decision, if I have to restructure, well, they're going to leave. And how can they do all of their work? And it's going to come back on my shoulders.

1:46When business owners are in this place, I have deep empathy. I have been there. And I will tell you that the longer you sit in the time by not restructuring, changing, or adding or even subtracting to the team, the longer it's going to take for your business to grow. Now, our responsibility is our business only. We make decisions that might adversely affect a few people, but they will benefit the whole. It's not easy, but it's the truth. And it's not easy, and I've had to do it. And that's why exactly this short episode is going to give you three indicators for revisiting your team composition and framework to help you make the adjustments as needed.

2:28And make sure that you stay until the end so you can complete the one action step that I have for you. Now, starting with the first big reason why you might need to make internal adjustments, and that's market changes. As the market evolves, so do the demands on your business. And when this happens, it's important to take a good, cold, hard look at your team. Do you have the right people in the right roles to meet those new market demands? Are there areas that need more focus or new skills that weren't necessary before? When the market changes, your team must be agile and ready to adapt. For example, if an area of business that was bringing you in money is no longer profitable, or maybe it's just starting to kind of fall stagnant, it might be time to reallocate resources so that team members are focused on bringing in and maintaining revenue.

3:15Maybe this means transferring an employee to a different department, assigning new responsibilities, or restructuring multiple roles so that everybody is working on tasks that contribute to the company's overall growth and success. Now, the second reason are technological advancements. When do you need to reassess your team and the structure? Well, the first one was market changes, and the second one is going to be technological advancements. Now, I want to be very real. technology is moving so fast and it's not a bad thing not at all i love technology i love how quick things are changing automation and ai are changing the way we work and they're making our teams a lot more efficient and this is a good thing tech is streamlining processes and fraying up time for more strategic tasks and improving accuracy in a way we had no idea was possible before i will say this though when technology evolves so do customer expectations so you have to ask yourself, does my team have the skills to leverage these tools?

4:13Am I using the best systems available or am I sticking with outdated methods because it feels safer? This is what we've always done. We must stay proactive about tech, not just to adopting it, but making sure our teams have the ability and resources to fully integrate it in what it means to their work. And if I'm being very real right now, it's not just about the tools themselves. It's about the mindset. Your team has to be open to learning and evolving. If not, you might find yourself with a technology gap that holds your business back instead of propelling your business forward. Now, the third reason you might want to shift things around on your team is that you're experiencing internal challenges or inefficiencies.

4:52So a little bit of a backstory here. The podcast costs over$100 ,000 a year to produce. I'm not going to get into specifics, but it's definitely over$100 ,000. It's tens of thousands of dollars each month. And it is, without a shadow of a doubt, a cost center in our business. In October of 2024, JD, he's my husband and my business partner, and Jade, our COO, they sat me down to explain that I could not keep on adding and building to the podcast because it continued to push our costs up. Until I found a way either to, number one, lower the cost of the podcast or to monetize the podcast, I needed to change my approach.

5:34I decided to do a cost analysis to see where I could cut back on cost and take on more responsibility for the podcast myself. Now, allow me to explain just one cost cut I made, but still found it a way to make it a win for the team. So what we decided to do was I had a content director that was focused on my podcast, The Jasmine Starr Show, and being a creative component for Social Curator. What we decided to do, as we talk about team structure and change, is I made a re-offer to that employee. I had to tell that employee, you were hired in to come in and be a creative director for the podcast and social curator, but the re-offer is full-time employment on the social curator side so that you can employ all of your skills to social curator.

6:20And she had to say, yes, I am good with that change. I, now me, speaking of just Jasmine Starr, who is now creating, directing everything for the podcast, I had to accept more responsibility. And that's for the time being. But if I had to go back and make a team structural change, I needed to re-offer the employees that were contributing to the podcast, moving them to a different side of the business, have them accept the re-offer, and then have me tell myself, okay, Jasmine, this is going to require a lot more from you to make this podcast bring it to life. And that brings me to the third reason for shifting things around in your team, and that's internal changes or inefficiencies.

7:00I explained my recent experience, but it could also be several other different things. A department that once ran smoothie, well, maybe now it's being bogged down by bottlenecks and delays. Perhaps team members are overworked by like these time-sucking tasks, or they're underperforming, or they're simply out of alignment with the business goals. When you notice these kinds of inefficiencies, it's a good sign that your current team structure might need a fresh look? Are people in roles that truly play to their strengths? Is there a better way to optimize tasks and responsibilities? Sometimes, just like in my situation, it's like a simple shift in roles or even adding a new position, but we only add new positions when they're absolutely needed.

7:38Maybe that when you do this, it can help unlock a higher level of performance and put the business right back on track. So what do you do when it comes time to make changes, right? It's not always simple, but I'm gonna give you a three-step framework. Step number one, assess the situation. Take a close look at what no longer is working. Identify specific pain points, whether it's a lack of skills, outdated processes, or team members who are overextended. Ask yourself, what are the critical areas that need improvement? And what's the potential impact if they stay the same? That's what I did with the podcast.

8:12It's what if things stay the same? I need to go back and get a very clear idea and assess what am I doing with the podcast in 2025? five. What is going to be our YouTube strategy? I need to go back and sit in that seat and cast a clearer vision because if I don't do that, then the people behind me will not know what to do. So until I have the clearest vision and know exactly what it is, I need to assess. I need to then move into step two, prioritize and plan. So once you've identified the issues and you've prioritized them, start with the most pressing challenges that will have the greatest impact on your business.

8:45Then create a clear plan of action, whether it's reorganizing your team, investing in new technology, or offering additional training. Step number three, communicate and execute. This is what I just explained to our team member. I had to make a re-offer. I just didn't say, okay, so what we're gonna do is we're gonna put you over here. No, no, no. I actually had to make her a new job offer. Her job, the roles and responsibilities were changing. She was gonna be doing more in different parts of the business. I made a re-offer, she accepted, so I had to communicate and execute. Because clear communication is key when it comes to making changes.

9:19Be transparent with your team. Talk about why the shifts are necessary and how they're going to improve the individual and company performance. Then, execute your plan in phases. I want you to remove that overwhelm, like everything has to be done right now. No, make any adjustments as you go to ensure that those changes stick. Okay, so before we get to your action step, let's quickly review. The three big indicators that I'm going to show you if you need to restructure are, number one, market changes. Number two, tech advances. And number three, you're experiencing internal challenges or inefficiencies.

9:52And now for your action step. This week, take 30 minutes to evaluate your team's current structure. Identify any areas that need attention and choose one area to focus on for the next month. Map out small but impactful changes that you're going to say, I'm going to implement these because I want us to be efficient and I want this team to grow and I want us to scale. And then you're going to track those results. you deserve more than just to survive in business you deserve to build something that not only meets your goals but also fulfills your vision and aligns with your values and allows you to enjoy the process i would be thrilled if you would be so kind to leave a review for this show if you haven't already please take the time to do it because it makes a big difference thank you for watching and listening to the jasmine star show