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Implement Organizational Design

Enable HR and organizational leaders to effectively launch and manage transformational organizational design.

  • Many organizations are undergoing organizational redesigns to stay agile in today’s changing business environment. However, given the complexity of this work, it is no surprise that success rates are low.
  • More than a third of large organizations are undergoing transformations at any given time. Yet only 12% of transformations meet or exceed expectations (Bain & Company, 2023).
  • Role changes or job uncertainty during implementation decreases employee efficiency and output. Employees might leave the organization if they feel their future is uncertain or are unhappy with the implemented changes.

Executive Summary

Critical Insight

Effective organizational design implementation requires thorough preparation, a clear roadmap, and a detailed change action plan. Prioritizing change management and change leadership, along with continuous evaluation and optimization of the new design, drives organizational performance and sustains long-term success.

Impact & Result

  • An implementation approach tailored to organizational needs that engages teams early to build commitment and ownership.
  • A structured change action plan with clear communication strategies to manage expectations and guide the transformation effectively.
  • Long-term optimization of the implemented design by promoting change resilience, prioritizing post-implementation sustainment activities, and continuously improving alignment with organizational strategy.

Research & Tools

1. Prepare for design implementation

Prepare to implement the organizational design by establishing an implementation team, validating design objectives, assessing change readiness, and conducting a key player analysis.

2. Create an implementation roadmap

Create an implementation roadmap by outlining implementation milestones and metrics for success, confirming required resources, selecting an implementation approach, and defining the core message.

3. Develop a change action plan

Develop a detailed change action plan by identifying and prioritizing the required changes for implementation, conducting a change impact assessment, defining specific actions for prioritized changes, and designing an in-depth communication plan.

4. Implement the design

Implement the organizational design by creating supporting resources, preparing leaders and change agents, executing the detailed change action plan, and providing ongoing support to leaders and employees throughout the implementation.

5. Evaluate and optimize the design

Optimize the design by evaluating its effectiveness, collecting feedback from key players, continuously monitoring and improving the design, and prioritizing change sustainment activities.

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