Organizational Change Consultant – Prepping for Reorganization, Part 1: Adjusting to Change

Is it time for an Organizational Change Consultant? Although we’re not out of the woods with COVID-19 yet, the end is coming. There will be an “after” state. But a lot has changed. To prepare, many companies are already making plans to reorganize. If you’re considering reorganization, here are four critical steps that can offer guidance.

Step 1: Do market research.

As a result of COVID-19, many companies will never be the same. Much has shifted—customer demand, purchasing patterns, the competitive landscape. You need to know what has shifted and why. To find out, you should examine:

• The market: How has it shifted? How has it impacted your customers/clients?
• Your customers:  What do they need now versus what they wanted in the past? How does this impact your pricing and/or delivery strategies?
• Your competitors: What are they doing? How have they shifted in recent months to address a new state of the market? Are some out of the picture now and their customers will be searching for a new vendor?

Step 2: Conduct structural alignment to current market needs.

Only after you’ve done your market research can you reorganize your company to better align to it.

It starts with creating a new mission/plan for 2021—based on the current market, the products selling now, and what customers want. Just because you sold certain products last year doesn’t mean those are the right products for 2021 — or that you’re still selling them correctly.

A common strategy is to “socialize” some of the changes you’re looking to make. Identify your champions and start discussing the results of the research and the need to better align the organization for success. By the time you present the realignment, there shouldn’t be any big surprises. Key personnel know it is coming, they understand the reasons behind it, and can help ease the communication through the company.

Next, you can adjust your internal teams to better align with your new mission and strategic plan.

Step 3: Evaluate emotional intelligence.

When looking at your teams, you need to examine your talent and decide if they are truly effective in their current roles. Do they have the right skill set, agility, and emotional intelligence to pivot to a new role or new set of responsibilities? Are they doing the right things? Are they effective in getting results? Can they manage a remote team? Your department KPIs will play an important role here. An outside assessment might also be valuable.

Step 4: Actively communicate.

Once your reorganization is in place, you must ensure the new structure is working. That involves accountability and listening. So, consider hosting monthly leadership meetings where you review your previous month’s activities, discuss what’s working and what’s not working, where you might need help, and what you have planned for next month.  

Need help planning your next moves for reorganization? Consider an Organizational Change Consultant.

We offer:

• interim executive leadership skillset that can help—including chief restructuring officers, chief human resources officer, and organizational change consultants
• assessment services to help you evaluate current market needs or teams
• advisory services to offer advice, help you create a roadmap, or coach your teams toward higher effectiveness.

Contact us today.  

For more on Reorganizing your HR Team – Transitioning HR Talent: From Your Defensive to Your Offensive Line 

For more on Reorganizing your Sales Team – Important Considerations Before Reorganizing the Sales Team