When changing your organisation's structure don't do this!

When operating models change, new reporting lines, possible impacts to people's roles and the re-allocation of workload, there is no greater impact to an organisation and its people. One would hope that the changes are well informed, and that a transformation specialist is involved. When they aren't, the changes can take years for an organisation to recover from. Employees and leaders become disillusioned and disengaged.   

I have worked on many operating model changes and every time I have undertaken them I have never taken lightly the impact on individuals and their welfare. I have both worked on those transformations and also been impacted by those transformations and boy oh boy! When not handled well it is nothing short of toxic inefficiency. So from both perspectives, make sure that you and your organisation don't do any of the following next time there is a restructure:

1) Don't sit in fear about communicating

There will be times when you or the leaders will be...

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When the Change overview is ready we will send it out. If you want to know the basics of change, then look no further.