Redundancy Isn’t the End: Executive Coaching to Move Forward

I was in a conversation with a recruitment consultancy last week, and we discussed what happens when a company closes or announces it's shutting down operations. We reflected on several high-profile cases involving iconic global brands and the emotional and professional impact those closures had on their people.

One of the most notable and emotionally charged closures in recent memory was the Waterford Crystal factory in Waterford. It became a national conversation—marked by protests, emotions, and unresolved tensions. A highly successful brand with deep cultural roots in Ireland was shutting its doors—and that was it. Kerrygold, Guinness, and Waterford Crystal were once the cornerstone of Ireland's internationally recognized exports. Today, Ryanair and many others have joined that global stage.

Why Redundancy in Midlife Feels Different

What stood out in the public conversation around Waterford Crystal was twofold: the niche craftsmanship that defined its product and the decades of service many of its staff had invested.

When a business closes, some professionals adapt quickly: “That chapter’s closed—what’s next?” But for many, the shift is not so simple. We build relationships—meaningful and mundane—and are often taught to invest deeply: in customers, teams, products, and values. Work becomes more than a job; it becomes part of our identity.

Executive-level professionals often commit decades to one organization, traveling globally, engaging clients, fixing systemic problems, and driving growth. Over time, they don’t just perform tasks—they embody the brand. That sense of pride and ownership becomes a defining part of who they are. So, when it's gone, it's more than just a career change. It’s a shift in identity. Managing career transitions—especially at the executive level—isn't just strategic; it’s emotional.

Executive Coaching: A Path to Clarity

I have a friend who spent 40 years with a company in Cork. Her entire working life was devoted to that organization. She took pride in saying, “I work for XXXXXX.” That statement carried weight—often met with admiration and curiosity. Now, she doesn’t say that anymore. And the pride that came with it? Gone.

Two years after the closure, she only recently began using the past tense. She no longer says “we” and “us” when referencing her company. Slowly, she stopped waking up at 6:30 AM to be in the car by 7:30 with coffee in hand, mentally preparing for the 9 AM strategy meeting. Her language has shifted: “Back when I worked at XXXXXX…” The memories are fewer, but the transition was real.

Career Coaching for Rebuilding Confidence

It took time to adjust. Corporate culture, especially in long-term employment, becomes like a second family. But unlike family, there’s a contract. We often go “all in” emotionally, and when organizations dissolve, that shared infrastructure disappears overnight.

Peer groups and internal networks that once served as daily touchpoints—problem-solving spaces, emotional outlets—are gone. That loss extends beyond payroll. It affects how we process decisions, change, and even our sense of community. Executive career change isn’t just about a new CV or LinkedIn profile. It’s about letting go of a workplace culture, and sometimes, a way of life.

Another friend of mine was more sceptical. He gave everything contractually required but was critical of leadership decisions. Yet, even he wasn’t immune to the shock when the company finally shut its doors. He’d spent years saying, “This can’t go on,” but still, there was a sense of loss. Even reluctant loyalty is still loyalty. And when it's gone, questions remain.

Beyond Redundancy:

When a business closure or redundancy is announced, here are a few things to consider—especially for mid-to-senior level professionals navigating their next executive role:

1. Take Your Time

You’ll hear this often, but it bears repeating. The loss of a regular pay cheque, and even more so the loss of professional structure, is daunting. Saying out loud, “I’m between roles,” can feel disorienting. But you are not alone. Your network will understand.

2. Acknowledge the Shift in Control

From the 7:30 AM commute to the 9 AM team meeting, professionals are used to rhythm and routine. The loss of that predictability feels like a loss of control. It’s okay to sit with that discomfort. It’s part of the career transition journey.

3. Colleagues or Friends?

When companies close, dynamics shift. You may discover who truly values your connection. Some relationships endure. Others fade. Both are okay.

4. Shift from Blame to Clarity

Blame is natural, but clarity is more powerful. Some of the most prominent global brands have experienced massive shifts or closures. Rather than judge, assess. Learn. Reflect. Professional reinvention often begins with honest evaluation.

5. Use Available Support Wisely

Many companies offer career transition coaching or redundancy support. Even if the rapport isn’t instant, there’s always something to gain. And you can seek out your own executive career coach—someone who truly gets your professional journey.

6. Fear of Starting Over

A common fear: “Have I got the energy to start again?” The answer often lies in how you frame your experience. Can you articulate your impact? Can you speak in your own voice—not the voice you adopted to survive in a previous corporate culture?

7. Reconnect with Your Network

Old bosses, trusted colleagues, mentors—reach out when you’re ready. One good conversation can open new doors. People are usually glad to hear from you.

Rebuilding Career Clarity After Redundancy

Even if the ship you were on is gone, you’re still a seasoned captain. Your experience, your insight, and your resilience are valuable. The closing of one chapter is not the end—it’s a reset, a recalibration.

You have navigated storms before. This is just a new map. Navigating Change in a Career.

Career Changes - Using Available Supports Wisely