You can be good at your job and still lose your seat in a reorg. Reorgs don't audit performance. They audit position. When the structure gets redrawn, the people holding the pen work from what they can see: who's connected to what, whose value has already been translated into language the new room carries. Your results are real. To a decision-maker who inherited no context, they can also be invisible.
This is a field guide for the leader whose company is being redrawn around them. Six practices, each with coaching questions and a 48-hour experiment: the Signal Read for the change you keep dismissing the signs of, the First 30 Days for the new decision-maker who has never seen your work, the Sponsor Reset for the sponsor who just lost their own seat, Leading the Scared Team for the people watching how you handle it, the In-Between for the weeks when nothing is decided, and the Read on the Exit for knowing when the reorg ended something rather than hurting it.
Start with the Change Position Check to find where you sit before the structure moves, then go to the practice that fits. Change is not weather that passes. It is a condition of the role, and the leaders who come through it are the ones who stayed legible, positioned, and steady while everything around them was being redrawn.
