4 Ways Change Leaders Leverage Organizational Structure

Change Leaders Leverage Organizational Structure Man climbing up ladder

How Change Leaders Leverage Organizational Structure During Change
The best change leaders leverage organizational structure during change to get better results.

What is Organizational Structure?
Before change leaders leverage organizational structure during change, they must first understand org. structures.  From our perspective, organizational structure encompasses the:

  • Goals
  • Roles
  • Tasks
  • Processes

used to organize the flow of work to meet specific objectives.  When roles and success metrics are unclear, it is difficult for teams to perform beyond the sum of their parts.

Organizational Structure Matters During Change
During organizational change, smart change leaders leverage organizational structure – what we call the Structure Lens. The Structure Lens includes the:

  • Relationships
  • Job designs
  • Work processes
  • Rules

that are used to coordinate and accomplish specific work.  If there is any ambiguity or dissension regarding who does what, when they do it, how they do it and why they do it, the chances of your change initiative succeeding are greatly diminished.

The Structure Lens of Change Management
Focusing on the Structure Lens during organizational change is particularly important when:

  • A group is being restructured or re-engineered
  • The organization desires to have groups become more empowered or self-managing
  • Internal operations must change to become more efficient or more satisfactory to external or internal customers.

Four Ways Change Leaders Leverage Organizational Structure During Change
The best change leaders leverage organizational structure to get better results by effectively:

  1. Operationalizing the vision for success into clear and value-added processes that are aligned with the desired outcomes
  2. Clarifying scope, roles, relationships, decision making, success metrics and processes every step of the way in a manner that makes sense to key stakeholders and is in alignment with the corporate strategy,  the workplace culture and the talent management plans for success
  3. Establishing fair, meaningful, consistent, and transparent performance standards, rewards and consequences for success and failure
  4. Clarifying boundaries and responsibilities between groups and functions along with key interdependencies and plans to overcome potential barriers to success

The Bottom Line
Are you paying attention to “structure” during your change initiatives?  If you are not, you should.

To learn more about how change leaders leverage organizational structure, download 5 Science-Backed Lenses of Change Leadership

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