Design Your IT Organization for the Future

Deliver on your most critical objectives with a strategically aligned IT structure.

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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.

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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.

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Module 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.
  • Capabilities organized into functional groups.
1.2 Create a mandate statement for each work unit.
  • Functional work unit mandates.
1.3 Define roles inside the work units and assign accountability and responsibility.
  • Roles with clear responsibilities and accountabilities.
1.4 Assign roles with task-specific activities most critical to their success.

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.
  • Forecasting of resource demand vs. availability.
2.2 Estimate the cost to buy or build the necessary roles.
  • Cost to grow or develop the IT organization.
2.3 Define the desired span of control.
  • Desired span of control for each team.
2.4 Allocate resources to their reporting manager and finalize the organizational chart.
  • Organizational chart with reporting relationships.

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.
  • Critical process flow diagrams for employees to follow.
3.2 Process flow diagrams to highlight communication, collaboration, and education across roles and teams.
3.3 Role-specific process flow diagrams.

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.
  • Transition plan
4.2 Create the change communication message.
  • Change communication message
4.3 Create a standard set of FAQs.
  • Standard FAQs
4.4 Identify and mitigate key org. design risks.
  • Risk mitigation plan
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