Your situation has two important features that shape the plan: You're returning as a senior leader, not an individual contributor. Your value comes from strategic thinking, leadership, and commercial impact—not simply hours worked. The brand restructuring creates uncertainty, but it also creates an opportunity to redefine your role. Rather than trying to reclaim exactly what you left, focus on becoming indispensable in the new organization. 1. PRE-RETURN PREPARATION (Starting 5 Weeks Before) Week 5: Strategic Re-entry Schedule a meeting with your manager before your first day with objectives to: Understand the new organizational structure and decision-makers. Clarify how your 4-day schedule will operate in practice. Request an overview of the annual brand priorities, launch calendar, and commercial targets. Ask what success will look like after 30, 90, and 180 days. Discuss which responsibilities have changed and which remain yours. Frame the conversation positively: > "I know the business has evolved significantly during my leave. I'd like to understand where I can create the greatest commercial impact as I return." This keeps the discussion future-focused rather than centered on what was lost. --- Knowledge Catch-up Priorities Don't start with emails from the last 10 months. Instead, prioritize: Priority 1 (Business Direction) Updated company strategy Brand portfolio changes Financial performance Market share trends Consumer insights Priority 2 (Your Brand) Why the restructuring happened Current brand architecture Product launch pipeline Marketing performance Agency changes Priority 3 (Your Team) New responsibilities Team strengths Morale and engagement Development needs Only then review historical documents if needed. --- Leadership Preparation As a returning manager, prepare a document covering: Your leadership philosophy. Your priorities for the first 90 days. How you'll support your team. How you'll balance strategic and operational work on a 4-day schedule. --- Childcare Contingency For each workday, define: Primary childcare Backup caregiver Emergency contact Pickup contingency How your team should contact you if a true business emergency occurs Aim to make childcare disruptions the exception, not a recurring source of uncertainty. --- Mental Preparation Each week before returning, reflect on: What strengths have you developed during maternity leave (patience, prioritization, resilience)? Which leadership habits do you want to keep? Which old work habits no longer serve you? 2. RETURN COMMUNICATION STRATEGY Email to Your Manager > Hi [Manager], As my return approaches in five weeks, I'd appreciate the opportunity to meet before my first day to discuss how the business has evolved, the current priorities for the brand portfolio, and how I can make the strongest contribution as I return. I'd also like to confirm expectations around my agreed four-day working arrangement and align on priorities for my first 90 days. I'm looking forward to reconnecting with the team and contributing to the next phase of the business. --- First Team Meeting Your goals are to: Rebuild trust. Listen before making changes. Recognize the team's work during your absence. Set expectations. Suggested opening: > "You've successfully navigated a period of significant change while I've been away, and I appreciate everything you've accomplished. My first priority is to understand what's working well before making any changes. Over the next few weeks, I'll be meeting with each of you individually to learn where I can best support you." --- Boundary Scripts When meetings are proposed on your non-working day: > "I'm unavailable that day under my agreed working arrangement. If it's urgent, I'm happy to review the outcome the following morning." When someone says, "You're only here four days." > "That's correct. My focus is on delivering the agreed outcomes, and I'm confident we can achieve those through clear priorities and effective delegation." --- Handling Questions About the Baby A warm but concise response: > "She's doing really well—thank you for asking. We're settling into a new routine, and I'm excited to be back at work too. Now, I'd love to hear how things have evolved while I've been away." This acknowledges the question while smoothly returning to business. --- Flexible Working Reinforcement If concerns arise: > "The four-day arrangement was agreed before my leave, and I'm committed to ensuring the team continues to deliver strong commercial results. Let's review outcomes regularly and adjust how we work if needed." 3. FIRST 30 DAYS Week 1: Listen More Than You Lead Schedule: Meeting with your manager. One-to-ones with each of your four direct reports. Meetings with key cross-functional partners (sales, finance, insights, supply chain). Review launch plans and commercial performance. Avoid making major process changes. --- Week 2: Identify Opportunities Ask: Which launch is most at risk? Which decision has been delayed? Which capability is missing? Where can your experience create immediate value? Choose one strategic issue to own. --- Week 3: Re-establish Leadership Begin: Running team meetings. Coaching team members. Influencing cross-functional decisions. Leading planning sessions. Delegate operational tasks so you can focus on strategy. --- Week 4: Build Momentum Review: Team priorities. Resource allocation. Stakeholder expectations. Your own workload. Meet with your manager to discuss: What's going well. Remaining challenges. Priorities for the next quarter. --- Daily Reflection Ask yourself: Did I focus on strategic work today? Did I develop one team member? Did I strengthen an important relationship? Did I leave work on time? What can wait until tomorrow? 4. CAREER PROTECTION STRATEGY Rebuild Visibility Within the first three months: Present at a senior leadership meeting. Lead a major brand review. Sponsor a cross-functional initiative. Share insights from consumer or market trends. Mentor a high-potential colleague. Visibility should come from meaningful contributions rather than constant availability. --- Relationship Priorities Reconnect in this order: 1. Your manager. 2. Your direct reports. 3. Marketing leadership peers. 4. Sales leaders. 5. Finance business partner. 6. Innovation team. 7. Regional leadership. 8. Agency partners. --- Early Wins Look for opportunities to: Improve launch execution. Simplify a reporting process. Resolve a long-standing stakeholder issue. Introduce a stronger planning framework. Strengthen collaboration across teams. Delivering one visible improvement early can quickly rebuild confidence in your leadership. --- Performance Conversation Around 8–10 weeks after returning, ask your manager: How is my transition going? Where am I adding the most value? What capabilities should I continue building? What opportunities do you see for my progression over the next 12–18 months? This signals that you're thinking beyond reintegration. --- Addressing Concerns About a Diminished Role Rather than asking, "Why did my role shrink?" ask: > "How do you see this role evolving over the next year, and where do you think I can make the greatest strategic contribution?" If responsibilities have genuinely decreased, seek clarity about the path to broader ownership rather than assuming your career has stalled. 5. WORK-LIFE INTEGRATION Non-Negotiables Protect: Your non-working day. Nursery pickup. Family dinner most evenings. One evening each week with no work. Time for exercise or recovery. --- Partner Planning Hold a 20-minute planning session every Sunday to review: Childcare logistics. Work travel. Product launch peaks. Household responsibilities. Backup plans. --- Household Simplification For the first three months: Meal plan weekly. Automate grocery delivery. Batch-cook when possible. Outsource tasks that save meaningful time if your budget allows. Share a digital family calendar. --- Minimum Self-Care Aim for: A short daily walk or movement session. Consistent hydration and meals. One enjoyable activity each week. A realistic sleep routine, recognizing that young children can make perfect consistency impossible. 6. LONG-TERM CAREER AND FAMILY PLAN Six-Month Milestones Month 1: Fully understand the new organization and rebuild key relationships. Month 2: Successfully lead one important strategic initiative. Month 3: Demonstrate measurable impact on a product launch or commercial outcome. Month 4: Strengthen your team's capability through coaching and delegation. Month 5: Increase visibility with senior leaders by presenting strategic recommendations. Month 6: Have a formal career conversation about future leadership opportunities and succession planning. --- Protecting Your Career Trajectory A restructuring does not automatically mean your career has been derailed. In many organizations, leaders who return from leave and successfully navigate change demonstrate resilience, adaptability, and leadership under uncertainty—qualities valued for future promotions. Your objective over the next six months is not to recreate the role you left behind. It is to establish yourself as the leader the new organization needs. By consistently delivering commercial results, developing your team, and maintaining strong strategic visibility while working your agreed four-day schedule, you can reinforce that flexible working and senior leadership are fully compatible.