The problem, in one paragraph
What is the reorg solving? If you can't name it in a paragraph, don't reorg yet.
Options considered
At least three shapes, including 'don't reorg, do something else.' The best reorg is often not a reorg.
The proposed shape
- New teams, scopes, and reporting lines
- Named leaders for each team
- What moves, what stays
Human impact
For every person changing manager, changing team, or losing scope — how you'll tell them, in what order, and what they need to hear.
Rollout & measurement
When it takes effect, what changes on day one vs. day 30, and what signal (retention, delivery, morale) tells you the reorg worked.
Common pitfalls
- — Reorging around people problems you should just address directly.
- — Announcing before the human conversations. Never.
- — No success measure. Then you'll do it again in 9 months.