Implement a New IT Organizational Structure
Prioritize quick wins and critical services during IT org changes.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Implementing a new organizational design is a highly disruptive process for IT staff and business partners. Without following a structured approach, IT leaders may experience:
- High staff turnover
- Decreased satisfaction
- Productivity loss
- Increased IT costs
Follow Info-Tech’s structured approach to implementing organizational design in order to see:
- Improved stakeholder satisfaction with IT by mitigating service interruptions through a detailed change strategy.
- Minimal voluntary turnover throughout the change.
- Execution of the implementation on time and on budget.
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.
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: | |
|---|---|---|
| 1.1 | Review the new organizational structure. |
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| 1.2 | Determine the scope of your organizational changes. |
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| 1.3 | Review your MLI results. |
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| 1.4 | Brainstorm a list of projects to enable the change. |
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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: | |
|---|---|---|
| 2.1 | Brainstorm the tasks that are contained within the change projects. |
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| 2.2 | Determine the resource allocations for the projects. |
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| 2.3 | Understand the dependencies of the projects. |
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| 2.4 | Create a progress monitoring schedule. |
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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: | |
|---|---|---|
| 3.1 | Determine the members that are best suited for the team. |
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| 3.2 | Build a RACI to define their roles. |
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| 3.3 | Create a change vision. |
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| 3.4 | Create your change communication strategy. |
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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: | |
|---|---|---|
| 4.1 | Conduct the manager training workshop with managers. |
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| 4.2 | Review the stakeholder engagement plans. |
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| 4.3 | Review individual transition plan template with managers. |
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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: | |
|---|---|---|
| 5.1 | Bring managers back in to complete transition plans. |
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| 5.2 | Revisit the new organizational design as a source of information. |
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| 5.3 | Complete aspects of the templates that do not require staff feedback. |
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| 5.4 | Discuss strategies for transitioning. |
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