Organizational Restructuring

Organizational changes equal big disruption

Changing the org chart is easy to do on paper. Implementing it is another story. Think about the implications:

New bosses
New coworkers
New responsibilities
Title changes
Pay impacts

It’s no wonder everyone gets a little nervous when whispers of a restructure hit the rumor mill.

5 questions you need to answer

Don’t even think about opening Visio until you can can answer:

What goal(s) are you hoping to achieve?
What effect will an organizational change have on your goal?
Who are the likely winners and losers?
How might you gain input prior to making this change?
How can you involve people during implementation?

STOP
You’ve got homework to complete

How we help

Vision and goal development
Leadership alignment
Readiness assessment
Risk identification and mitigation
Stakeholder analysis and engagement
Communication planning and implementation
Training planning and implementation
Reinforcement and sustainment strategy

FAQs

How much time should we plan to roll out a new organization structure?

As much time as you need to ensure you’ve answered all the questions in the homework and effectively involved people in the process.

What’s the worst thing that could happen if we don’t get this right?

There are plenty of problems to pick from. Our top 3 would include: 1. Widespread productivity declines due to the hit on morale, 2. Key players resign because they didn’t like how things were handled, 3. Fear soars and trust tanks as people wonder what’s next.

Doesn’t head of the organization own this?

It’s good to be king/queen. And yes they have the authority to make these decisions. The question is whether they should do so in isolation, and of course the answer is a resounding NO. The challenge is knowing how many decision-makers to invite to the table.

Want to talk about your project?

Schedule time on my calendar.

Schedule an Intro Meeting

Tom LaForce President, LaForce Teamwork, Inc.