Driving effective change requires special skillsets and developing five core competencies that will improve a leader’s ability to achieve buy-in from stakeholders, provide an understanding of how the change will impact each of them, and optimize performance towards accomplishing the stated redesign goals.
While there are many advantages to acquiring other companies, without prompt, full realignment, organizations may experience operational disruptions and competitive missteps.
Learn the advantages of breaking a large organization design project into a series of smaller projects and including employees in the process. You will be amazed at how smoothly a reorganization can go.
Why it is vital for organizations to establish a communication strategy with employees when planning a complex realignment?
Markets are not static so change is integral to sustainability. How do leaders determine if the time is right for change?
Help employees transition through the neutral zone to a new organization alignment by explaining the hows and whys of the changes.
Learn the 4 key questions to ask during the organization design team building process to help you get the right people in the room to best plan and facilitate the changes needed for your organization to win in the marketplace.
Good communication is absolutely essential to achieving success in any organization transformation. But without three additional key elements, communication alone often fails to effect desired change.
Clearly expressing a project’s purpose, the sought-after results, and the acceptable risks to take or trade-offs to make in reaching the end goal is a proven strategy to increase worker engagement and initiative.
Matrix organizations are intended to improve efficiency and productivity in the face of complexity. Running scenarios is invaluable in helping executive teams fine-tune the matrix.