Implement a New IT Organizational Structure
Prioritize quick wins and critical services during IT org changes.
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Contributors
- Djamel Djemaoun Hamidson, Senior Enterprise Architect, CBC/Radio-Canada
- Suzanne Hobson, Head of IT for UK&I, Fujitsu Services
- Tammy Madsen, AVP Clinical IS Operations, Intermountain Healthcare
- Dean Hartley, Head of Applications, PotashCorp
- 1 anonymous
- Organizational design implementations can be highly disruptive for IT staff and business partners. Without a structured approach, IT leaders may experience high turnover, decreased productivity, and resistance to the change.
- CIOs walk a tightrope as they manage the operational and emotional turbulence while aiming to improve business satisfaction within IT. Failure to achieve balance could result in irreparable failure.
Our Advice
Critical Insight
- Mismanagement will hurt you. The majority of IT organizations do not manage organizational design implementations effectively, resulting in decreased satisfaction, productivity loss, and increased IT costs.
- Preventing mismanagement is within your control. 72% of change management issues can be directly improved by managers. IT leaders have a tendency to focus their efforts on operational changes rather than on people.
Impact and Result
Leverage Info-Tech’s organizational design implementation process and deliverables to build and implement a detailed transition strategy and to prepare managers to lead through change.
Follow Info-Tech’s 5-step process to:
- Effect change and sustain productivity through real-time employee engagement monitoring.
- Kick off the organizational design implementation with effective communication.
- Build an integrated departmental transition strategy.
- Train managers to effectively lead through change.
- Develop personalized transition plans.
Start here – read the Executive Brief
Read our concise Executive Brief to find out how you should implement a new organizational design, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.
1. Build a change communication strategy
Create strategies to communicate the changes to staff and maintain their level of engagement.
2. Build the organizational transition plan
Build a holistic list of projects that will enable the implementation of the organizational structure.
3. Lead staff through the reorganization
Lead a workshop to train managers to lead their staff through the changes and build transition plans for all staff members.
Guided Implementations
This guided implementation is a nine call advisory process.
Guided Implementation #1 - Build a change communication strategy
Call #1 - Set up your MLI survey.
Call #2 - Determine the members and roles of the implementation team.
Call #3 - Review the components of a change communication strategy.
Guided Implementation #2 - Build the organizational transition plan
Call #1 - Review the change dimensions and how they are used to plan change projects.
Call #2 - Review the list of change projects.
Guided Implementation #3 - Lead staff through the reorganization
Call #1 - Review the materials and practice conducting the workshop.
Call #2 - Debrief after conducting the workshop.
Call #3 - Review the individual transition plan and the process for completing it.
Call #4 - Final consultation before transitioning staff to their new roles.
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 roadmap in place to complete your project successfully.
Module 1: Build Your Change Project Plan
The Purpose
- Create a holistic change project plan to mitigate the risks of organizational change.
Key Benefits Achieved
- Building a change project plan that encompasses both the operational changes and minimizes stakeholder and employee resistance to change.
Activities
Outputs
Review the new organizational structure.
Determine the scope of your organizational changes.
- Project management planning and monitoring tool
Review your MLI results.
- McLean Leadership Index dashboard
Brainstorm a list of projects to enable the change.
Module 2: Finalize Change Project Plan
The Purpose
- Finalize the change project plan started on day 1.
Key Benefits Achieved
- Finalize the tasks that need to be completed as part of the change project.
Activities
Outputs
Brainstorm the tasks that are contained within the change projects.
Determine the resource allocations for the projects.
Understand the dependencies of the projects.
Create a progress monitoring schedule.
- Completed project management planning and monitoring tool
Module 3: Enlist Your Implementation Team
The Purpose
- Enlist key members of your team to drive the implementation of your new organizational design.
Key Benefits Achieved
- Mitigate the risks of staff resistance to the change and low engagement that can result from major organizational change projects.
Activities
Outputs
Determine the members that are best suited for the team.
Build a RACI to define their roles.
Create a change vision.
Create your change communication strategy.
- Communication strategy
Module 4: Train Your Managers to Lead Through Change
The Purpose
- Train your managers who are more technically focused to handle the people side of the change.
Key Benefits Achieved
- Leverage your managers to translate how the organizational change will directly impact individuals on their teams.
Activities
Outputs
Conduct the manager training workshop with managers.
- Conflict style self-assessments
Review the stakeholder engagement plans.
- Stakeholder engagement plans
Review individual transition plan template with managers.
- Individual transition plan template
Module 5: Build Your Transition Plans
The Purpose
- Complete transition plans for individual members of your staff.
Key Benefits Achieved
- Create individual plans for your staff members to ease the transition into their new roles.
Activities
Outputs
Bring managers back in to complete transition plans.
- Individual transition plan template
Revisit the new organizational design as a source of information.
Complete aspects of the templates that do not require staff feedback.
Discuss strategies for transitioning.
After each Info-Tech experience, we ask our members to quantify the real time savings, monetary impact, and project improvements our research helped them achieve. See our top member experiences for this Blueprint, and what our clients have to say.
Client
Experience
Impact
$ Saved
Days Saved
California Department of Human Resources
Guided Implementation
10/10
N/A
3
Zodiac Pool Systems LLC
Guided Implementation
8/10
$3,820
2
Fremont Bank
Guided Implementation
8/10
N/A
N/A
Job and Family Services
Guided Implementation
6/10
$191K
N/A
St. Mary?s University
Guided Implementation
6/10
N/A
2
