There is no one-size-fits-all template for shared services models and centers of expertise. To implement successfully, these organizational constructs need to be designed to fit within the context of each organization’s unique structure, needs, and goals.
Addressing organizational weaknesses can protect and preserve your organization’s overall health and ensure your business’s well-being in times of calamity.
Making sure all stakeholders understand how they link back to the customer is an important step in maintaining a customer-centric design for your organization.
The truest test of leadership courage is to keep the organization redesign as transparent as possible, while instilling trust and providing a clear vision.
Three primary elements that must be addressed for an organization redesign: the blueprint; aligned thinking; and executing in the redesigned organization.
Using Agile principles in a digital transformation will improve efficiency, effectiveness, and the quality of the work product.
The reasons for redesign failure can be organizational or behavioral. Here’s five of the most common reasons a redesign fails to deliver its expected results.
What are the dangers of letting the fear of missing out prompt an organization design? Learn the two most important reasons an organization transformation should occur.
Leaders must transcend their feelings of fear during times of change and help their organization team members embrace the necessary changes. This will allow for the best changes to happen and the organization to achieve a successful outcome.
When kicking off a transformation, leaders need to hold themselves accountable as well as establish accountability mechanisms for everyone to ensure the best results.