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McLean & Company Shares Organizational Design Implementation Strategy
McLean & Company, a renowned global HR research and advisory firm, has unveiled a comprehensive organizational design implementation strategy. This approach is designed to guide leaders in effectively bridging the gap between strategic vision and practical execution.
Michelle Leedy, Senior Executive Advisor at McLean & Company, underscores that while envisioning the future of an organization is crucial, the true challenge lies in successful implementation. She notes that unclear changes and their rationale often lead to resistance, increasing the risk of failure.
McLean & Company’s research highlights that organizations excelling in change management report significantly higher productivity and performance. This reinforces the importance of a well-executed strategy.
McLean & Company’s Organizational Design Implementation Roadmap
The strategy is built around a five-step roadmap, each critical for lasting transformation:
- Preparation and Planning: Conduct readiness and risk assessments to identify potential obstacles and enhance the organization’s ability to adapt to change.
- Implementation Roadmap: Establish clear timelines, milestones, and ownership to maintain execution momentum and accountability.
- Structured Change Action Plan: Focus on driving adoption, addressing resistance, and fostering commitment through realistic expectations and effective communication.
- Support During Execution: Provide tailored support, including resources like workbooks and templates, to help leaders and employees navigate the transition.
- Sustainment and Continuous Optimization: Monitor and optimize the new design to ensure alignment with evolving business needs and foster resilience.
This structured approach ensures that organizations not only implement change but also sustain it for long-term success.
Practical Tools and Support
Recognizing the complexity and risk associated with organizational redesign, McLean & Company offers a suite of practical tools and templates to support HR teams. These resources include implementation workbooks, change management plans, and communication resources, designed to streamline the redesign process. The firm provides a range of support options, from do-it-yourself toolkits to advisory-guided implementations and onsite executive counseling, ensuring organizations of all sizes and capacities can effectively manage their redesign efforts.
Why Effective Organizational Design Matters
Organizational redesign, when executed well, enables companies to adapt to market changes, optimize operational efficiency, and enhance the employee experience. It goes beyond superficial restructuring, requiring careful alignment of strategy, workflows, people, and culture. Poorly managed redesigns, however, can lead to lost efficiency, role uncertainty, employee disengagement, customer dissatisfaction, and increased turnover. Data from McLean & Company reveals that only about 12% of large-scale transformation initiatives meet or exceed expectations, underscoring the importance of effective planning and change management.
Principles and Foundations of Organizational Design
McLean & Company’s approach to organizational design begins with a current-state assessment to understand the existing operating model, structure, culture, and external landscape. This assessment informs the development of future-state models, which are designed with clear accountabilities and supported by ongoing measurement to ensure effectiveness and sustainability. By maintaining strategic alignment and governance throughout the change process, organizations can ensure a smoother transition and greater long-term success.
Key Insights
- Preparation, change leadership, and clear communication are as critical as the design itself.
- Engaging teams early and building ownership leads to greater commitment and transformation effectiveness.
- Sustaining change through continuous optimization ensures the new model delivers long-term value.
Conclusion
Organizational redesign is a complex yet critical process for businesses aiming to adapt to evolving markets and enhance operational efficiency. By leveraging practical tools and support, such as those offered by McLean & Company, organizations can navigate this transformation successfully. Effective organizational design goes beyond structural changes, requiring alignment of strategy, culture, and people. The data underscores the importance of careful planning and change management, as only 12% of large-scale transformations meet expectations. By focusing on preparation, leadership, and continuous optimization, organizations can achieve sustainable success and deliver long-term value.
Frequently Asked Questions
Why is organizational design important for businesses?
Organizational design is crucial for adapting to market changes, optimizing efficiency, and improving the employee experience. It ensures alignment of strategy, workflows, people, and culture for long-term success.
What is the difference between organizational redesign and restructuring?
Organizational redesign involves a holistic transformation of structure, processes, and culture, while restructuring typically focuses on cost-cutting measures like layoffs or department consolidation.
How can HR teams effectively support organizational redesign?
HR teams can support redesign by using practical tools, engaging employees early, and focusing on change leadership and clear communication to ensure a smooth transition and greater commitment.
What are the signs that an organization needs a redesign?
Signs include misalignment with strategic goals, inefficiencies, poor communication, and high turnover. These indicators suggest the need for a comprehensive organizational assessment.
What are the key factors for a successful organizational redesign?
Key factors include strong change leadership, early employee engagement, clear communication, and continuous optimization to sustain the new model and deliver long-term value.
