From your brief description of your situation, I surmise that your revitalized leadership team is “stuck” or at least inhibited, in its strategic thinking. When reorganizing, most leaders focus on strategy before aligning the organizational ecosystem that supports their culture.
I've seen this movie before. May I re-frame your question? The question I really hear you asking is “How do we shift our Executive Team's culture from one of “crisis and panic” to one of “analysis and reflection” where creative thinking easily surfaces? (Note: I define culture as “the employee’s most successful way of thinking, feeling and behaving.”)
Changing an existing culture– changing the way people think, feel and behave – may appear to be straight forward. However, it is not easily done! It doesn't happen by executive decree. (“We must be creative and innovative.”)
Your desired cultural alignment requires a safe environmental ecosystem where it is possible for all of your executives to be honest, open, trusting and vulnerable! Within that environmental ecosystem, it is then possible to replace old habits with new ones.
The most effective process I've found for creating the cultural alignment that will support innovative strategic thinking is described is in the book: “Immunity To Change” by Kegan & Lahey. It includes a case study very similar to your situation.