Design Your IT Organization for the Future
Deliver on your most critical objectives with a strategically aligned IT structure.
Book This Workshop
Organizations that look to completing this workshop should be trying to overcome:
- Misalignment between the IT structure and strategy.
- Role ambiguity among employees and leaders.
- An inappropriate span of control based on the culture being sought.
- Ad hoc or undocumented ways of working.
After completing the Design Your IT Organization for the Future workshop, you will:
- Possess a ready-to-be adopted IT structure.
- Have clearly defined IT team structures and a method to communicate their value to the organization.
- Provide employees with clarity around what their roles core responsibilities are and how to work with other roles and teams.
- Establish the right span of control to align with the overall culture and ways of working.
Book Your Workshop
Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.
Book NowModule 1: Provide Teams and Roles Purpose
The Purpose
- Organize the IT capabilities into clear and purposeful team structures and identify the necessary resources to deliver on each team objective.
Key Benefits Achieved
- Alignment of the IT structure to the IT operating model and future vision.
- Employee-defined purpose statements that clearly and concisely articulate what each functional team is intended to deliver on.
- Allocation of responsibility vs. accountability for each of the IT capabilities.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Categorize your IT capabilities within your defined functional work units. |
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| 1.2 | Create a mandate statement for each work unit. |
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| 1.3 | Define roles inside the work units and assign accountability and responsibility. |
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| 1.4 | Assign roles with task-specific activities most critical to their success. |
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Module 2: Build the Organizational Chart
The Purpose
- Build on each of the necessary components to define the organizational chart to have a visual and clear reporting chart.
Key Benefits Achieved
- Identify where your talent gap exists and if resources can be developed or hired to fill that gap.
- Establish the desired span of control for your organization and the culture you are striving to achieve within the IT group.
- Create an easy-to-read reporting structure in the form of an organizational chart.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Identify the talent gap to determine resource forecasting projections. |
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| 2.2 | Estimate the cost to buy or build the necessary roles. |
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| 2.3 | Define the desired span of control. |
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| 2.4 | Allocate resources to their reporting manager and finalize the organizational chart. |
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Module 3: Establish Clear Ways of Working
The Purpose
- To prevent only changing on paper, provide employees with clear flow diagrams on how they will deliver value daily.
Key Benefits Achieved
- Critical processes for each of the functional areas will be defined.
- The steps employees must take to deliver on those processes will be documented.
- Employees will successfully understand when they must communicate, collaborate, or educate with different roles or teams.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Critical processes defined and documented against each functional work unit. |
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| 3.2 | Process flow diagrams to highlight communication, collaboration, and education across roles and teams. |
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| 3.3 | Role-specific process flow diagrams. |
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Module 4: Communicate Changes and Obtain Buy-In
The Purpose
- Highlight the changes that will be taking place and present these changes in easy-to-read formats for employees and stakeholders alike.
Key Benefits Achieved
- Articulate the planned changes.
- Communicate the changes to those most impacted – employees – and provide them with clear next steps on how they should behave to deliver on those changes.
- Identify and mitigate critical risks before they happen.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Define the transition plan. |
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| 4.2 | Create the change communication message. |
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| 4.3 | Create a standard set of FAQs. |
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| 4.4 | Identify and mitigate key org. design risks. |
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