Most organization redesigns fail — not because of bad strategy, but because of poor upfront planning. This webinar teaches the 5 critical steps to launch your redesign correctly, so decisions get made faster, employees mobilize around the changes, and the effort actually delivers results.
What You’ll Learn
Leaders are constantly looking for a competitive advantage. One of the levers that leaders look to pull is the organization design lever. The hope is that by getting the right operating model, organization design and alignment of resources, your organization will be positioned for success. Unfortunately, too many organization redesigns don’t lead the desired outcomes. The seeds of a successful organization redesign are often sown in the up-front planning.
We Will Explore
- What role does the leader need to play in launching a successful organization redesign?
- How do HR practitioners and other partners set the stage for success?
- How do you ensure you have the right people involved and how do you keep others in the organization informed and engaged?
- What techniques help ensure the acceptance and adoption of organizational changes throughout the organization?
This Webinar is a Must For:
- C-suite executives and senior business managers
- Organization transformation program managers
- HR leaders and OE/talent/change professionals
- Anyone interested in learning how to launch a successful organization redesign
Frequently Asked Questions
Most redesigns fail because of poor upfront planning — not bad strategy. Organizations jump into structural decisions before aligning on design criteria, securing leadership commitment, or thinking through how employees will accept the changes. The seeds of failure are sown in the first few weeks, long before any org chart is drawn.
A proper redesign kickoff typically takes two to four weeks. This includes aligning leadership on scope and design criteria, standing up the right governance structure, briefing the design team, and activating an initial communication plan. Rushing this phase is one of the most common and costly mistakes — it saves a few weeks at the front end and costs months of rework at the back end.
A successful redesign requires three groups working together: a senior executive sponsor with the authority to make and protect decisions; a core design team with the knowledge, cross-functional perspective, and credibility to design well; and HR or OD partners who manage the process, facilitate decisions, and lead communication and change adoption. Leaving any of these three out is a structural risk to the effort
