An organisational reshuffle has occurred and I no longer report to my former line manager. Except he is a difficult person. He has already decided not to accept it and is endeavouring to gaslight me and the team. He also has a tendency to mis-inform and sit on relevant information and chooses not to believe what he is told has come from the upper echelons of the company.
I've been very involved in the organisational reshuffle and I know what exactly is going on, but until its announced fully, I have to keep quiet. On Friday the first wave of staff being re organised were informed, of which my former line manager was one of them and he has been purposefully demoted, with no direct reports or (his 45) indirect reports. After that meeting he rung me to inform me of the changes and because of "our" relationship I will continue to report to him. Obviously, I kept quiet as today is the meeting where the people who are forming the new reporting echelon to the CTO are being informed of the role changes (I think it should have been the other way around but holidays and time off meant the group couldn't be brought together).
Obviously I'm going to seek clarification on roles and responsibilities during this meeting with the group in this meeting.
This person is difficult to say the least and like to make sure that he keeps lines of communication as closed as possible - basically to gaslight.
I'm now on equal footing with the manager who will be managing this individual.
How should I tackle this?
I think -
- Seek clarification for the CTO on roles, responsibilities and authority,
- Then a 1-2-1 with my peer who will be managing him
and then what should I do, if he (my former line manager) doesn't play ball as he has already indicated?