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Strategic change and organisation transformation

Design an organisation that is more agile, responsive and positioned for growth, and build capacity within your organisation to sustain long-term transformation

Organisations grow over time, depending on circumstances and people. New strategic goals, significant business events, such as acquisitions, a new product focus, or enterprise-wide cost reduction, can all drive the need for change. However, for most organisations, resistance to change is the single biggest barrier to improvement. And the greater the change, the greater the challenge. Yet too many organisations still focus most of their attention on systems and processes when pursuing large-scale change, transformations and design, and do not give enough attention to the people side of the equation. There are times when focusing on employee behaviour can bring rapid commercial results. However as every organisation has different needs, it’s important that the right approach balances everything from leadership and corporate culture, to core capabilities and workgroup dynamics.

As you assess your organisations ability to tackle change, the key factors to consider are:

  • Does our organisation consider the people dimension of change, or are people expected to automatically fall in line?
  • Do we have specialised processes and staff to help the organisation manage change?
  • Do we have a comprehensive and rigorous approach to address all the numerous aspects of organisational transformation?
  • Does the way our organisation is designed allow for the achievement of our strategic goals and objectives?
  • Are we using self-service, shared services, off-shoring, or outsourcing optimally to manage costs and provide immediate capacity?
  • Are decision-making accountabilities in the right place and well-defined to support the mission and goals of our organisation?
  • Do we have the right talent with the appropriate skills appointed to key positions?

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