Reorganization: New Organization Effectiveness (PowerPoint PPT Slide Deck)

RESTRUCTURING PPT DESCRIPTION

This product (Reorganization: New Organization Effectiveness) is a 16-slide PPT PowerPoint presentation slide deck (PPT), which you can download immediately upon purchase.

Reorganization, also called Restructuring, refers to the act of reorganizing the legal, ownership, operational, or other structures of a company for the purpose of making it more profitable—or better organized than its current state.

For a successful reorganization that is truly better organized and more effective than its current state, companies should follow a focused plan that addresses common issues, which arise from reorganizations.

Once a reorganization is announced, leaders often become fully occupied with daily operational and daily problems. Meanwhile, problems arising from the reorganization arise and are not addressed. These problems include many from the legacy operating model.

This presentation outlines a 100-day plan for new organization effectiveness. It also contains templates to be used in your own presentations. It is based on the thought leadership of the HR consulting firm, Sibson Consulting.

This PPT provides a comprehensive 100-day reorganization plan, segmented into four critical phases: Clarifying Value, Aligning Roles and Goals, Fixing the Operating Model, and Defining the Employee Value Exchange. Each phase is meticulously designed to address the common pitfalls that can derail a reorganization, ensuring a structured and effective transition. The plan emphasizes the importance of clear communication, defined roles, and a compelling Customer Value Proposition to drive organizational success.

The presentation also highlights the necessity of a well-defined Employee Value Exchange to retain top talent and improve overall employee engagement. It includes practical tools like the EVP Focus Grid to help management evaluate and enhance employee satisfaction across key factors such as affiliation, work content, career, benefits, and compensation. This focus on employee engagement is crucial for maintaining morale and productivity during the reorganization process.

Additionally, the document includes customizable templates that can be adapted to fit the specific needs of your organization. These templates are designed to streamline the planning and implementation process, providing a clear roadmap for leaders to follow. By leveraging these resources, your organization can navigate the complexities of reorganization with confidence and precision.

Source: Best Practices in Sibson, Restructuring, Reorganization PowerPoint Slides: Reorganization: New Organization Effectiveness PowerPoint (PPT) Presentation Slide Deck, LearnPPT Consulting

RESTRUCTURING PPT SLIDES

Aligning Group Roles and Goals for Efficiency

This PPT slide addresses the critical need for alignment among different groups within an organization during a reorganization phase. It highlights that while leaders of individual groups are generally aware of their own roles and objectives, they often lack insight into the roles and goals of other groups. This disconnect can lead to inefficiencies, including duplicated efforts and gaps in productivity.

To mitigate these issues, the slide suggests organizing a meeting where group leaders can collectively share their respective goals and roles. This collaborative approach is presented as a straightforward method to refine and align the organization’s overall objectives. By fostering open communication among group leaders, the organization can eliminate operational redundancies and ensure that all teams are working towards a unified purpose.

The slide also introduces a "Group Roles and Goals Chart," which serves as a visual tool for documenting and clarifying the roles and goals of each group. This chart is intended to centralize information, making it easier for leaders to understand their interdependencies and align their strategies accordingly. The emphasis is on the importance of visibility across leadership teams to prevent siloed behavior, which can hinder organizational effectiveness.

Overall, the content underscores the significance of collaboration and transparency in achieving operational efficiency during periods of change. It encourages leaders to engage with one another to create a cohesive strategy that enhances productivity and minimizes overlap in efforts.

Structured 100-Day Plan for Organizational Effectiveness

This PPT slide outlines a structured 100-day plan aimed at achieving New Organization Effectiveness through a four-phase approach. Each phase targets a specific challenge that often emerges during organizational restructuring.

The first phase, "Clarifying Value," emphasizes the necessity of establishing a clear purpose for the reorganization. It stresses that the primary goal is to generate more value than what existed prior to the changes. This clarity is essential for the successful realization of the reorganization's objectives.

Next, the "Aligning Roles and Goals" phase addresses the common issues of duplication and gaps in efforts among various groups. It highlights the importance of ensuring that teams align their roles and objectives to work cohesively. This alignment is crucial for minimizing inefficiencies and fostering collaboration across the organization.

The third phase, "Fixing the Operating Model," focuses on identifying and resolving issues present in the old operating model. It notes that without addressing these problems, they are likely to persist in the new structure. This phase is about ensuring that the new operating model is robust and capable of supporting the organization’s goals.

Finally, the "Defining the Employee Value Exchange" phase underscores the significance of creating a system that rewards high performers while addressing the needs of underperformers. It suggests that optimizing the factors that contribute to the Employee Value Proposition can enhance engagement and overall effectiveness.

This structured plan provides a clear roadmap for organizations looking to navigate the complexities of reorganization, ensuring that each phase is purpose-driven and aligned with overarching goals.

Addressing Operational Model Issues for Effective Reorganization

This PPT slide outlines critical insights regarding the transition from an outdated operating model to a new one, emphasizing the need for immediate corrective actions within the first 100 days post-reorganization. It highlights that failure to address existing issues will likely result in perpetuating the same problems that necessitated the reorganization in the first place.

Key issues with the former operating model are listed, including excessive meetings, unclear decision-making processes, ineffective communication channels, and governance structures that are either overly centralized or decentralized. These points underscore the importance of establishing a streamlined and effective operational framework to enhance organizational efficiency.

The slide introduces the "Sport Triangle," a framework developed by Robert Keidel, which serves as a tool for organizations to evaluate their operational dynamics. It encourages leaders to define the type of "team" they aspire to be, whether it leans towards centralized control (akin to football), individual autonomy (like baseball), or spontaneous cooperation (similar to basketball). This framework is crucial for aligning leadership perspectives on the organization's operational strategy.

The slide concludes with a reminder that pivotal decisions during a reorganization revolve around meeting structures, decision-making processes, and information dissemination. These elements are foundational for ensuring that the new operating model is not only effective, but also sustainable. Organizations must take these insights seriously to avoid repeating past mistakes and to foster a culture of clarity and accountability.

Clarifying Value in Early Reorganization Phases

This PPT slide outlines the critical steps in clarifying value during the initial phase of a reorganization, specifically within the first 25 days. It emphasizes that a successful reorganization involves not just structural changes, but also a clear understanding of the value that the new organization aims to deliver.

The overview section highlights that reorganizations often entail merging existing groups to create a more cohesive structure. However, it warns that if legacy groups continue their previous operations without adapting, the intended new value will not materialize. The slide stresses the importance of defining value through enhanced productivity, improved services, or a sharper focus on customer needs. These goals can only be achieved if the legacy groups evolve from their prior functions.

The Value Pyramid is introduced as a strategic tool to aid in this process. The pyramid serves as a framework for identifying customer segments and aligning products and services accordingly. The first step involves defining who the customers are and what segments exist within the market. Following this, the organization must assess how its offerings can be distinctive and valuable to these customers. The final step is to ensure that the leadership team is unified around a common understanding of what value means for the organization.

This slide serves as a guide for executives to recognize that clarity in value delivery is essential for a successful reorganization. It encourages a proactive approach to redefine roles and responsibilities, ensuring that the new structure is not just a rearrangement, but a meaningful transformation that enhances overall effectiveness.