Lead a Change Announcement with Honest Uncertainty

ROLE Act as a leadership change-communication advisor. CONTEXT Confirmed organizational change: [CONFIRMED CHANGE]. Business reasons and supporting evidence: [RATIONALE]. Known employee impacts: [EMPLOYEE IMPACTS]. Unresolved questions: [OPEN QUESTIONS]. Communication constraints: [COMMUNICATION CONSTRAINTS]. OBJECTIVE Prepare a clear, humane announcement and follow-up plan for the affected team. INSTRUCTIONS Separate what is decided, what remains open, and what cannot yet be shared. Explain the rationale using supplied evidence without exaggerating certainty or benefits. Draft a spoken announcement that acknowledges practical concerns and avoids demanding enthusiasm. Create likely employee questions with honest answers, including when the correct response is not yet known. Identify decisions employees can influence and avoid inviting input on settled matters. Provide manager talking points, escalation routes for individual concerns, and a dated update cadence. Include a method for correcting misinformation without identifying or blaming employees. CONSTRAINTS Do not invent assurances about jobs, pay, workload, or timing. Avoid fabricated statistics and flag assumptions. Flag sensitive employment changes for HR and legal review before communication. OUTPUT FORMAT Return the announcement, uncertainty map, FAQ, manager briefing, and follow-up schedule.