How to Lead an All-Hands Meeting After Bad News: A Blueprint for Clarity and Trust

When you’re about to lose it, BUFCA helps you lead instead.

When bad news hits—restructuring, layoffs, leadership exits, financial setbacks—your people don’t just need information. They need leadership.

When bad news hits—restructuring, layoffs, leadership exits, financial setbacks—your people don’t just need information. They need leadership. 

An all-hands meeting isn’t a formality. It’s a cultural reset. And how you show up in that moment defines how your organisation will respond in the days, weeks, and months ahead. 

As an executive coach working with lawyers, executives, and business owners across the UK and USA, I’ve helped leaders prepare for these pivotal conversations. Here’s how to do it right: 

1. Anchor the Message 

Start with a clear, simple narrative: 

• What happened? 

• Why did it happen? 

• Where are we headed next? 

People need to understand the logic of what’s happened—not just the emotion. When the message is muddled, confusion festers. When it’s clear, even hard truths land with greater dignity. 

2. Acknowledge Reality—But Don’t Dwell There 

Naming what’s difficult shows humanity. But good leadership doesn’t get stuck in despair. Acknowledge the emotional toll and business impact, then pivot to possibility. 

“This is tough” can coexist with “We’ll get through it.” 

3. Show What Comes Next 

People want to know: Does my work still matter? Is there a plan? Frame the future with practical action, linked to purpose. Be honest, specific, and hopeful—but avoid spin. 

Your team doesn’t want perfection—they want credibility. 

4. Make It Human 

After the slides end, the real work begins. Be available. Invite questions. Listen deeply. Follow up. And pay attention to those hit hardest by the change—they’re your culture’s early warning system. 

If you’re facing this moment, don’t go in unprepared. 

At www.petergourri.com, I help leaders craft authentic messaging, build trust under pressure, and lead all-hands that move people forward. 

Tired of Vague Feedback? Here’s How to Get Clarity from Your Boss

“Be more strategic.” 

“Push for innovation.” 

“Lead with impact.”

You’ve probably heard phrases like these. They sound impressive—but they don’t tell you what to do differently. And the higher up you go, the more ambiguous the feedback becomes. 

In my executive coaching work with lawyers, executives, and business owners, vague feedback is one of the biggest barriers to growth. Here’s how to get the insight you actually need: 

1. Ask Specific Questions 

Generic prompts like “Do you have any feedback?” often lead to bland answers. Instead, try: 

• “What’s one thing I could’ve improved in that presentation?” 

• “Was my response to the CEO’s concerns clear and aligned with our goals?” 

2. Link Feedback to Your Goals 

Don’t assume your boss knows what you’re working on. Let them in. Say, “I’m focusing on strengthening cross-functional leadership. Could you share one thing I might do differently next time?” This makes feedback more relevant and easier to apply. 

3. Offer Clear Choices 

If you’re facing vague direction, force a decision. For example: 

• “Should I take the lead or delegate this?” 

• “Do you want this resolved by Friday, or is next week better?” 

Giving options helps your manager clarify their expectations. 

4. Observe Non-Verbal Cues 

Sometimes the real feedback is in what isn’t said. Pay attention to tone, posture, and timing. If your boss seems hesitant, check in: “I sensed a bit of hesitation—should we explore that further?” 

5. Explain Why Clarity Matters 

It’s okay to ask for better input. Say: 

• “Examples help me apply your feedback more effectively.” 

• “If the direction is too broad, I might focus on the wrong things.” 

Your boss may not realise how their communication lands—until you reflect it back. 

At Peter Gourri Coaching, I help professionals refine how they ask for feedback, not just how they receive it. When you take ownership of the conversation, you gain the clarity you need to lead with impact. 

📅 Want to learn how to have better feedback conversations? Book a coaching session 

Leadership Under Fire: When You Feel Like Going Full Capone

When you’re about to lose it, BUFCA helps you lead instead.

“Leadership Under Fire: When You Feel Like Going Full Capone”

 “I want him DEAD! I want his house burned to the GROUND!”

— Al Capone, The Untouchables

 That scene is iconic — and exaggerated, and my client didn’t say it, but it sounds more dramatic, right? But let’s be honest: if you’re in a leadership role, you’ve probably felt a version of that firestorm when something critical goes wrong.

A CEO client of mine recently experienced that moment. A repeated error led to a financial loss. He was furious and ready to terminate the employee immediately.

But here’s the twist — this time, the problem wasn’t the employee. It was a system failure.

In that high-pressure moment, I drew on a tool I was first introduced to during my ICF coach training with Accomplishment Coaching. It’s called BUFCA — and it has become a cornerstone of how I help leaders think and lead under pressure:

🔹 B = Breakdown – What went wrong? What shouldn’t have happened?

🔹 U = Upset – What’s the emotional impact? What’s alive in you?

🔹 F = Facts – Strip away story and judgment. What’s objectively true?

🔹 C = Commitment – What are you really committed to in this situation?

🔹 A = Action – What’s the next step that aligns with your commitment?

BUFCA helped this CEO take a breath, reframe the issue, and ultimately avoid making a decision he would’ve regretted.

🔥 Leadership doesn’t mean not feeling the heat. It means learning how to move through it with clarity.

 🧭 Learn more about how I help business leaders across the USA and UK lead with perspective, courage, and precision at: www.petergourri.com

 📨 If this helped, share it with someone navigating leadership under pressure.

 #BUFCA #executivecoaching #accomplishmentcoaching #lawyersofgoogle #attorneysatlaw #pgcc #SuccessStartsInside