Diagnose before you restructure. Talk to every team member individually, review how work flows through the team, and identify the constraints. Often the issue is process or clarity, not people or structure.
Strong answers show a diagnostic approach: assessing team composition and skills gaps, evaluating processes and tools, examining reporting lines and communication patterns, checking for clarity of mission and goals, and distinguishing systemic issues from individual performance problems. Best candidates make changes incrementally and measure the impact before restructuring further.
Senior leadership challenge. Leaders who restructure without diagnosing create new problems. Those who diagnose systematically and make targeted changes achieve better outcomes with less disruption.