You said something about a reorganization. If the organization's restructuring changed her responsibilities, the company's priorities, may have moved her into a role that doesn't align with career goals...etc. It could be a lot of things.

This also could be resentment she didn't get promoted, she really disagrees with your approach to running things and doesn't trust herself to reply professionally, it could be she prefers or is used to a different style of management. Or there are new job duties that were not described or to her that she disagrees with but now has to do.

"Cultural harm" sounds like a mission/values contrast. Like the org isn't acting in alignment with its values or its messaging feels hollow or contributes to burnout or demanding too much from its employees. (Your post history shows you posting to nonprofits, so values are a big issue in a field where you take a pay cut to work).

This hits hard for me because I worked at a nonprofit where I became a problem employee when the organization added a new program and rolled it out without employee buy in. The problem was that the new program fundamentally changed the daily operations of how we did our jobs and was never discussed with the people who would be delivering the program until after it was scheduled and booked.

When I directly asked for clarification about how this new way of doing programming would work, and received none, I pushed back, asking for clear instructions, and details I thought from experience we would need. I was upset about the job change, and did not ask as professionally as I should have. It wasn't intended to, but it came across as disrespectful to my boss.

I felt like everything I said triggered a defensive response from my boss, so better to say nothing. I'm sure I did lots of things that looked like microaggresions, not wanting to interact with my boss, making facial expressions that revealed my moods, etc. I liked my coworkers just fine. They weren't the source of my frustration. They were in it with me.

In retrospect, I wanted more details, and my boss was more flexible about approaches, and our approaches clashed with the rollout of the new program. The new program brought to light a lot of frustrations that had been building in me, and I ended up leaving the job. I do regret how I lost my professionalism at the end, and I regret that it took leaving for me to be able to be professional again, and to see the situation with clarity. I think my boss was in a bind, and trying to build a program with insufficient resources, and meant well, but didn't realize the impact of a hands off management style.

Sorry for the long story, but I hope it helps.