There are two situations which demand the transformation of a company's organisation structure. The first is where strategy is being revised in response to changes in the business environment. The second, where organisational realignment is required to bring structure back inline with strategy.
Organisational structure must closely reflect strategy – particularly when strategy has itself been revised. A typical change project starts with developing a clear and universally agreed understanding of strategy - current or new.
We then:
- Analyse, in close co-operation with senior management and other internal stakeholders, organisational structure(s) that might align with the strategy and which would have a clear rationale in terms of effectiveness
- Devise a systematic transformation process, along with a supportive communication strategy
- Communicate the underlying rationale for change clearly and candidly, to help ensure that everyone in the organisation understands, buys into and rapidly implements the necessary changes
- Implement with transparency and rigor. Change invariably encounters resistance: clear and repeated communication, backed up by implementation which is both single-minded and sensitive, is of paramount importance