ImplementingStructuralChange

TIME REQUIRED15-30 Minutes

essential previous learningNone

Implementing Structural Change

A guide for successful change

Key learning outcomes:

  • Assess whether change is necessary in your organisation, and if so, the challenges it will present.
  • Develop a strategy for managing change based on planning and research.
  • Recognise the need for transparency to minimise resistance and fear during periods of change.
  • Implement a review process during the restructure process.

Article:

There can be many reasons why you need to make structural changes in your business. It may be that growth has meant that the business can no longer operate under the current structure, or perhaps recruiting people to fill some roles has become more difficult, or your customers’ needs have changed over time. Regardless of what might have prompted the need for change, significant changes in the structure of a business will always bring with it significant challenges that will need to be overcome. The key to implementing successful structural change is to follow a process. In this article we will take you through our step-by-step guide to implementing successful structural change in your business.

Step 1 – Defining the need for change

Without doubt, the most important step in implementing successful change is to ensure you are clear on why the change needs to happen. The stronger the need for change, the more successful it is likely to be. This is because you are more likely to have the support of those around you if the need for change is clear and easy to understand. We recommend that you read our article “Drivers for Change” if you need some help in defining what is driving your need for change.

Generally when a business decides to restructure, it is because something is not working as well as it could or should be. It is important to investigate it thoroughly and determine the cause. Too often businesses look to restructure as a first option when the cause may be something entirely different. Let’s take a look at the following example.

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