Not experienced with big companies. So, take all advice with salt.<p>That said, as lots are saying here, it seems you’re being given a great chance to ‘move up’. With a new director coming in, I’d say at least part of your job is removing tail risk from being in this new ‘loser’ group, and the rest is turning the group around. Also, congratulations!<p>I’d recommend the book “The First 90 Days” which is about taking on a new job. For the lazy, the two parts I think are salient here are that you should clarify what expectations are, ASAP, for the job. Turn around? Sustain? Grow? I bet you know the answer, but your incoming new director won’t necessarily. And, either way, you need to align with them on these goals to structure how you’ll report and perform.<p>Second, the first rule of the new job is: stop doing the old job. This is harder than it sounds.<p>Add it up, and I’d suggest you sit down with a status report for the new director when they come in, and can meet. I’d suggest that status report be as scathing as you can make it within the realms of verifiability — this is your one chance to pin anything bad on your forerunners; don’t let it go by unutilized.<p>Say what you think you should be doing, and what you hope the outcomes will be, and give the director space to give feedback and redirect.<p>I think for very high performers a conversation like “well, you and I know that this might be a hopeless case; I’m willing to work on this, but we need an agreement in case I can’t turn it around” is super, super fair.<p>If you come at it with this confidence and a viewpoint of partnering with your new boss, you’ll probably learn more of what they expect, and you’ll set terms down in case the group is unsaveable/doomed to mediocrity.<p>Side note, there’s an anecdote I like: “What’s the difference between a good therapist and a great one? The great one doesn’t take hopeless cases.” In my experience this is true of very high performers in the work world as well — very high performers don’t work on hopeless projects. Almost nobody can save a hopeless case, no matter how heroic they may be. So, if you’re certain this is hopeless, slightly different behavior might better signal your worth to management.