Is your org change all brain and no heart?
Evolving team structures, ways of working, and operating models marks a time of growth, change, and pivoting for organizations and teams. It’s a time for visioning, reflection, and co-design to help welcome a new chapter for the organization with clarity and intention.
Crafting an organizational structure and operating model that aligns people and processes with strategic priorities while balancing potential tradeoffs is a collaborative analytical and strategic effort where we work with teams to facilitate design sessions and iterate, iterate, and iterate again, pressure testing ideas and potential scenarios.
Throughout the design process, it can be easy to feel content once the future state design is on paper, but where the real work begins is in implementation. Maintaining engagement and commitment to change is about balancing the brain effort of the Org Design process with the heart effort of implementing in a way that is empathetic, understanding, and supportive.
Change is necessary but chaos is optional
As we’ve said before, People Strategy + Implementation (PSI) is where it’s at. Meaningful and sustainable change doesn’t happen by chance. The acronym PSI is intentional here - PSI is a unit of pressure and in times of change whether a merger or acquisition, leadership transition, or new strategic direction, time and resources are rarely in abundance which yields pressure. While pressure can yield diamonds, without the right checks and balances, pressure can also yield chaos. Thoughtful implementation can help differentiate the change that yields diamonds and the change that yields chaos.
Details matter
The success of change lies in how it’s implemented - how we show care and respect through the process. From the tone of messaging to the care and attention in deliverables, every detail matters and tells your team members that you respect them enough to navigate this change thoughtfully with them. This doesn’t mean change can’t move quickly because sometimes that’s what’s needed, but thoughtful communication strategies can go a long way in avoiding unnecessary surprises and avoid resentment.
Implementation partners can be your strategic enablers
Chief People Officers, Chief Human Resources Officers, etc. are often the ones left to figure out the implementation often in isolation due to resource constraints or the sensitivities around the change. This can be a challenging position from which to rapidly code switch from strategic design to thoughtful implementation. Working with a strategic implementation partner can help lay the groundwork for implementation and enable a more seamless transition from design to implementation. From crafting messaging and preparing supporting materials, to equipping leaders with talking points, a strategic partner behind the scenes can help elevate the leaders championing the change and help implement with care, respect, and intention.
Navigating an upcoming Org Change?
Navigating organizational change can be challenging both mentally and emotionally for everyone involved. Landing on the current state took time, trial and error, and courage, so the new direction will not happen overnight. There are invaluable steps any team can take to navigate organizational change with respect, understanding, and intention to help realize the true potential of this new chapter for the organization. For HR leaders navigating upcoming changes it’s important that you are positioned as the catalyst for positive change which can be achieved with the support of a strategic enabler.
We get it, and we’re here to provide the tailwinds you need to let positive and strategic change take flight - let us partner with you to make your next organizational change a long-lasting success.
People Strategy is an HR and Organizational Effectiveness Consultancy helping purpose-driven organizations take flight ✈️