The PMO stabilizes transformation efforts through standardization, establishes project cadence, and provides visibility and predictability to the long, complex transformation journey. If a leaders and organization design practitioners can leverage the strengths of a PMO, he/she can free valuable time and bandwidth to ensure a successful implementation.
Leaders aren’t immune to the pressure of people’s expectations. The role of leadership in change management requires care, communication and commitment.
Organization design: What does it mean? Why does your organization need it? How do you find the one that will support your goals? The selection of the right organization design is a real challenge for today’s leaders – but an important one to tackle. Take the process for granted and
Human resource (HR) leaders are uniquely positioned within their organizations to play a significant role in change management. Traditionally, they have been workplace policy enforcers, employee liaisons, and corporate communicators. However, the evolving corporate climate–and the influence of technology and workplace analytics–have reshaped the HR function. It warrants a different
Companies seeking to gain market share have to execute an organization strategy that allows them to differentiate and win in the marketplace. There are many ways for organizations to differentiate. These may include, but are not limited to: Great customer service Most innovate product offerings Most convenient delivery method Best
Competition has changed the corporate landscape and the way we must do business. Differentiation in the marketplace used to be much simpler: focus on making a great product or providing an improved or much-needed service. Those days are gone. Today, products themselves have become undeniably similar and struggle to deliver
There is not always a clear path to an organization design and implementation of a strategic plan. While leadership might decide that a change is in the best interest of the company, there are many obstacles that could stand in the way of a real change transformation. Our work with
I am often asked how to implement organization change. Effective implementation starts with the leadership team. The role of leadership in change management is to: Facilitate Change: Bringing the right people together, understanding the parts of the organization that will be affected, and knowing how to orchestrate the complexity of
Altering the organization’s structure might be necessary, but approaching change by changing the organization chart alone is insufficient in most cases. Over the years, a pseudo-science has emerged that focuses on finding the perfect organization chart. We call this boxology. Even if a perfect organization chart did exist (with the
As we work with major organizations undergoing HR transformation (and many are still underway), we find variants of the three-pronged HR delivery model (business partners, HR operations and centers of expertise) popularized by David Ulrich over 20 years ago. One recurring challenge is freeing up Business Partners to fulfill the strategic relationship building and brokering role envisioned in many, if not most HR models.