Reorg comms sequence — who hears what, in what order

Plan the communications sequence for a reorg.

Inputs:
- What's changing: {{paste — structure, reporting lines, role changes, anyone affected personally}}
- Why: {{paste — the actual driver}}
- When the change takes effect: {{date}}
- Stakeholders by audience: {{paste — execs, managers, affected ICs, broader org, external (customers/partners)}}

Output a sequenced plan:

## Order of operations (over 24–72 hours, you specify)
For each audience, in the right order:

| Audience | When | Format | Tone | Length |
|---|---|---|---|---|
| 1. Affected individuals (1:1) | T-24h | In-person/video, 1:1 | Direct, personal | 15 min each |
| 2. Their direct managers | T-12h | Small group call | Practical, "here's how to support your people" | 30 min |
| 3. Skip-level managers | T-2h | Brief written + standing call | Strategic context | 20 min |
| 4. Full company | T-0 | All-hands + written | Honest, forward-looking | 10 min announce, Q&A after |
| 5. Customers (if relevant) | T+24h | Email from account owner | Stability-focused | Short |

## Per-audience message: what to cover
For each audience, output:
- 3 bullets that must land
- 1 question they will ask that you need an answer ready for
- What NOT to say to this audience yet (timing matters)

## Risk: the rumor that will spread before T-0
Predict it. Plan for it.

## Post-announcement follow-ups
- Day 1: open Q&A session
- Day 3: leader 1:1s with affected ICs
- Week 2: pulse survey
- Month 1: retro

Hard rules:
- Affected individuals always hear it first, in private, from a person. Never from an email or a town hall.
- The "why" is the same for every audience. The detail and tone change — the truth doesn't.