Learn how to determine the pace and sequencing of implementation activities, and accelerate the activation of the new organization model. Amy Kates covers the four enablers of accelerated large scale change.
The organization announcement is not the finish line.…You're organization design work is just an…aspiration until it is brought to life through…new connections, new conversations and new decisions.…These new ways of work require…practice, reflection and adjustment.…Organization design is a form of large-scale change.…So, let me suggest you begin thinking about…change management and activation right from…the beginning of the project and plan for this work…to continue past the design phase.…
Here are four things that enable and accelerate…you toward new capabilities and outcomes.…First, assess change readiness as part of your diagnostic.…Right from the beginning of the project…you want to be attuned to how much capacity…the organization has for change.…Some questions to ask are:…How urgent is the need for change?…Do we need to move fast or can we evolve?…Are leaders prepared to manage a more complex organization?…What other changes are going on…that might impact the project, such as…new systems, changes in facilities or turn over of people?…
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- How organization design relates to strategy and talent
- Using the star model
- Mapping strategic priorities
- Setting the design criteria
- Assessing organization gaps and strengths
- Drawing organization models
- Setting up the matrix for success
- Clarifying decision rights
- Matching talent to organization