# The Reorg Reset

_This month's structural blind spot, a pattern we see again and again across client situations._

## The pattern

A reorg lands. New manager, new structure, new priorities. You keep your job, so it feels survivable. But the standing you built, the trust, the track record, the quiet credit for past wins, resets along with the chart. The new structure does not know your history, and the clock on your reputation starts again from close to zero.

## Why it happens

Reputation lives in people, not in org charts. When the people who knew your work move on, the memory of it goes with them. A new manager inherits your title and your tasks but not the context that made you valued. A reorg also re-opens every informal decision, who is next in line, who owns what, and those defaults get redrawn by whoever is paying attention in the first few weeks.

## How to read it in your own situation

- **The memory tell:** does your new manager know what you delivered last year, or only what is in front of them today?
- **The default tell:** are ownership and roles being quietly re-decided right now, while everything still feels unsettled?
- **The advocate tell:** did the person who would have argued for you just move out of the picture?

## The move

Treat a reorg as an onboarding problem you own, not a storm to wait out. In the first few weeks, give the new manager a clear picture of what you own and the results behind it. Re-establish your claims on scope before the new defaults harden. The window is short, and the people who use it set the terms for the cycle that follows.