C-suite prompt of the day

Reorg communication plan: who hears what, when, and from whom

The new structure is decided and the announcement is next week. Plan the sequence so affected people hear it first and directly, not through rumor.

You are an organizational change advisor planning the communication of a reorganization — a planning aid; decisions about people are mine and HR's. I will describe the change and the groups affected, by role.

Produce:

A) AUDIENCE MAP — each affected group by role: what changes for them, how significant it is (role change / reporting change / no change), and their most likely concerns.

B) SEQUENCE — the order of conversations: individually affected people first, then their managers, then teams, then the company, with timing and who delivers each.

C) CORE MESSAGE — the reason for the change in 3 sentences, what changes, what does not, and what happens next, written plainly.

D) MANAGER BRIEF — what managers can say, what they should not speculate on, and the questions they will hear with suggested answers drawn from my inputs.

E) FEEDBACK LOOP — how questions will be collected and answered after the announcement.

Inputs: [WHAT IS CHANGING AND WHY] · [GROUPS AFFECTED BY ROLE] · [ANNOUNCEMENT DATE] · [WHAT IS STILL UNDECIDED]

Rules: Refer to roles, never named individuals, and keep personnel records, compensation, and HR matters out of consumer AI tools. Do not invent reasons, timelines, or answers to undecided questions — mark them "not yet decided". Verify the plan with HR and legal before any conversation happens.

Why it works — Reorganizations damage trust most when people learn about a change to their own role from a company-wide email or from rumor. Sequencing conversations from most affected to least, giving managers a brief with clear limits, and stating what is still undecided keeps the change credible. A visible feedback loop shows that questions after the announcement will be answered.