Enable HR and organizational leaders to effectively launch and manage transformational organizational design.
Many organizations are undergoing organizational redesigns to stay agile in today’s changing business environment. However, given the complexity of this work, it is no surprise that success rates are low.
More than a third of large organizations are undergoing transformations at any given time. Yet only 12% of transformations meet or exceed expectations (Bain & Company, 2023).
Role changes or job uncertainty during implementation decreases employee efficiency and output. Employees might leave the organization if they feel their future is uncertain or are unhappy with the implemented changes.
Effective organizational design implementation requires thorough preparation, a clear roadmap, and a detailed change action plan. Prioritizing change management and change leadership, along with continuous evaluation and optimization of the new design, drives organizational performance and sustains long-term success.
Impact & Result
An implementation approach tailored to organizational needs that engages teams early to build commitment and ownership.
A structured change action plan with clear communication strategies to manage expectations and guide the transformation effectively.
Long-term optimization of the implemented design by promoting change resilience, prioritizing post-implementation sustainment activities, and continuously improving alignment with organizational strategy.
Research & Tools
1. Prepare for design implementation
Prepare to implement the organizational design by establishing an implementation team, validating design objectives, assessing change readiness, and conducting a key player analysis.
Create an implementation roadmap by outlining implementation milestones and metrics for success, confirming required resources, selecting an implementation approach, and defining the core message.
Develop a detailed change action plan by
identifying and prioritizing the required changes for implementation,
conducting a change impact assessment, defining specific actions for
prioritized changes, and designing an in-depth communication plan.
Implement the organizational design by creating
supporting resources, preparing leaders and change agents, executing the
detailed change action plan, and providing ongoing support to leaders and
employees throughout the implementation.
Optimize the design by evaluating its
effectiveness, collecting feedback from key players, continuously monitoring
and improving the design, and prioritizing change sustainment activities.