Organizational Design

Organizational Design

A clearly defined, agreed-upon strategy is critical to business success – but without proper support from leadership and alignment throughout the organization, it can quickly become little more than words on paper.  Operationally, initiatives, processes and allocated resources must be in sync with articulated strategic objectives.

Navigate is often called upon to assess the performance of an organization or business function to determine how best to align it to drive the business strategy. Factors that impede strategic alignment might include ineffective allocation of people, technology, or financial investments, or the need to prioritize initiatives that most strongly impact the bottom line. Navigate’s customized recommendations and accompanying roadmap enable clients to more soundly structure their organization and its resources, and better promote business goals.

Navigate Success Story

Enterprise Transformation for a Large Energy Company

BUSINESS PROBLEM

As part of an enterprise-wide transformation to replace multiple core operating systems, the Client required development of a comprehensive organizational change management approach to prepare internal and external stakeholders for organizational, process, and system changes associated with the transformation.

SOLUTION

The Navigate team partnered to develop a comprehensive organizational change management strategy tailored to our client’s unique culture and needs.  First, our team identified key stakeholder groups impacted by the project and defined the necessary change management, training, communications and engagement activities required to support internal and external stakeholders throughout the duration the change process.  We then aligned the change management strategy to the strategic outcomes of the program – defining and implementing an organizational readiness assessment to track progress towards those outcomes.  In order to disseminate the necessary information across the organization, the Navigate team delivered a high impact change program to actively engage employees early and often.  This program included written communications (e.g., emails and custom newsletters), interactive online engagement (e.g., videos), and face to face activities (e.g., change agents and roadshows).  Finally, to effectively deliver results back to our client, we defined a change measurement approach to monitor progress and address risks related to program outcomes.

OUTCOME

Navigate’s change management efforts were a major contributor to the overall success of this enterprise initiative because:

Key stakeholders were actively engaged with clearly articulated roles and a tailored approach was used to ensure stakeholders were given information in the most effective way; change management activities were directly tied to project outcomes; stakeholders and the impacted workforce felt involved, informed and supported, and; leadership had metrics to understand where additional support was required in driving key outcomes.

Does Your Organization:

  • Have an organization or business function that is performing below expectations.
  • Have concerns about the effectiveness of your operations – are they keeping you on track with the strategy?
  • Have inconsistent objectives driving various business areas and functions.
  • Have concerns regarding roles and staffing: Are our highest impact projects staffed sufficiently? Do team members possess the required skill sets? Have we effectively documented role definitions and responsibilities?
  • Are undergoing a major change in personnel – such as a merger or layoffs.
  • Expect operational change or reorganization in the future.
  • Sense a decrease in morale, particularly in specific areas of the organization.
  • Lack effective communication among key departments.
  • Believe your employees don’t understand business objectives and how their efforts contribute to them.

What You Can Expect from Navigate:

  • Knowledge-based, thorough assessment of the alignment of both operations and organizational structure to your strategic objectives.
  • Recommendations for better connecting processes and initiatives to the strategic objectives, including the use of metrics and performance indicators for evaluation.
  • Guidance to improve workforce planning, define roles more accurately, and strengthen employee development efforts – with proven approaches to increasing individual motivation.
  • A feasible plan tailored to your organization with immediate next steps that improve alignment, as well as a focus on ongoing evaluation and improvement to keep processes and resources supporting your key objectives.
  • A higher performing organization or function that is achieving desired outcomes.
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Change Management Done Right
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