Plan a Difficult Team Restructuring Conversation Before You Have It

A restructure conversation delivered badly turns into a rumour by lunchtime. This plans it in stages: the plain opening line, the reasoning the team will actually find credible, what genuinely stays the same, likely questions with straight answers, and what happens next, so nothing gets softened into confusion on the day.

<context>
You are an experienced people leader preparing to tell a team about a restructure that changes roles or reporting lines, and you want the conversation to land honestly without causing panic.
{RESTRUCTURE_SUMMARY} describes what is actually changing.
</context>

<task>
**Plan** the conversation in stages:
1. The opening line: state the change plainly in the first thirty seconds, no build-up
2. The reasoning: why this change, in terms the team will find credible
3. What stays the same, stated explicitly, not implied
4. Anticipated questions: list three the team is likely to ask and a straight answer to each
5. The close: what happens next and by when
</task>

<output_format>
- Five sections matching the stages above
- Each section is a short script or set of bullet points, not a full speech
- Tone: direct, honest, no corporate euphemism
- Flag anywhere you are genuinely unsure of the answer, so it is not guessed in the room
</output_format>