ODOrganizational Design
Course Overview
In today’s dynamic business landscape, organizations often grapple with structural misalignments that impede execution, stifle agility, and foster silos. This intensive 5-day Organizational Design course is meticulously crafted for middle to senior leaders aiming to realign their organizational structures with strategic objectives. Participants will delve into translating strategic visions into effective operating models, structures, and processes that enhance performance across teams and functions. Through a blend of diagnostics, simulations, and facilitated design sessions, leaders will gain hands-on experience in mapping current structures, identifying strategic gaps, and constructing actionable redesigns. The course integrates systems thinking, stakeholder alignment, and performance-focused design principles, equipping leaders to drive sustainable transformation within their organizations.
Key Takeaways
Certifications
Course Outline
Understand how organizational structure influences strategic execution.
Identify signs of misalignment and structural drift.
Explore common design models: functional, matrix, team-based, etc.
Assess the suitability of different structures for various strategic contexts.
Apply frameworks to analyze decision-making authority and structural effectiveness.
Chart current organizational structures and roles.
Identify inefficiencies in reporting lines and decision flows.
Examine formal vs. informal networks within the organization.
Conduct stakeholder analyses to understand influence and interest levels.
Collaboratively analyze participants' business units to identify structural challenges.
Design future-state structures that align with strategic goals.
Determine optimal spans of control and reporting relationships.
Define clear roles and responsibilities.
Establish effective team configurations and interdependencies.
Assess trade-offs in various design options.
Stress-test new operating models for resilience and adaptability.
Ensure talent management and reward systems support the new structure.
Integrate performance metrics aligned with organizational goals.
Incorporate behaviors and cultural elements into the new design.
Address challenges in cross-functional and matrixed collaborations.
Align governance structures, policies, and enabling technologies with the redesign
Develop phased implementation plans with clear milestones.
Identify potential risks and mitigation strategies.
Engage stakeholders effectively throughout the transition.
Communicate changes and gather feedback to refine approaches.
Establish metrics to assess the effectiveness of the new design.
Plan for continuous improvement post-implementation
Who Should Attend?
Chief Operating Officers (COOs)
Directors of Organizational Development
Senior HR Business Partners
Transformation Program Managers
Business Unit Leaders