How can we redesign a business unit’s operating model so team members can better work together moving forward?
At a Glance
Design and implement a strategy to support change management
Navigating change after a business unit restructure is challenging. So, our client brought us in to create a comprehensive change management plan that involved developing a new operating model, supporting new leaders, and developing a repeatable process that different teams within the unit could follow to focus on team building and formation.
The scope of this project touched everyone in the business unit and leadership wanted an engaging, catalytic solution to jump start the change management process. They couldn’t move forward with their work until they knew how work was best distributed, how to communicate, how to share information, and how to make decisions.
Leadership wanted an engaging, catalytic solution to jump start the change management process.
We developed a tailored solution to manage change, create effective employee engagement, and shift teams to establish innovative approaches to collaboration.
We partnered with each units’ leadership and leadership teams to develop and facilitate a collaborative process that guided the team through defining their work, establishing communication channels and norms, setting information sharing practices, and clarifying decision-making processes — both among their team and with other parts of the organization.
We supported the organization through implementation of the strategy by coaching the leaders, taking groups through a consistent process to clarify the role of their new business unit and how to best organize themselves to deliver on their ultimate goals.
Through this engagement, Paradox Consulting Partners:
- Developed a strategy that supported change management for 6,000 person business unit restructure.
- Led organization through implementation of the strategy.
- Provided clarity for the team on how to engage with each other and with the organization so that they could work more productively in the new structure.
- Prepared leaders who were able and ready to lead a more aligned team.
- Fostered stronger team rapport and trust so that they could voice and tackle obstacles as they arose.
- Clearly laid out priorities for the new team and showed the organization how to engage productively with them.