This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
Explore a 100-day reorganization plan crafted by ex-McKinsey and Big 4 consultants. Enhance organization effectiveness with proven strategies and templates. Reorganization: New Organization Effectiveness is a 16-slide PPT PowerPoint presentation slide deck (PPT) available for immediate download 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.
This PPT slide outlines a structured 100-day plan for achieving New Organization Effectiveness through a four-phase approach. The first phase, "Clarifying Value," establishes the necessity of a clear purpose for reorganization to generate more value. The second phase, "Aligning Roles and Goals," addresses duplication and gaps among teams, emphasizing the importance of cohesive alignment for minimizing inefficiencies. The third phase, "Fixing the Operating Model," focuses on resolving issues in the old operating model to ensure the new structure supports organizational goals. Finally, the "Defining the Employee Value Exchange" phase highlights creating a system that rewards high performers and addresses underperformers, optimizing the Employee Value Proposition to enhance engagement and effectiveness.
This PPT slide addresses the need for alignment among organizational groups during reorganization. While group leaders understand their own roles, they often lack insight into others' objectives, leading to inefficiencies like duplicated efforts. To mitigate this, the slide suggests organizing meetings for leaders to share goals and roles, fostering collaboration to refine overall objectives. A "Group Roles and Goals Chart" is introduced as a visual tool to document and clarify each group's roles, centralizing information for better understanding of interdependencies. This visibility across leadership teams is crucial to prevent siloed behavior, enhancing operational efficiency and productivity during periods of change.
This PPT slide outlines the transition from an outdated operating model to a new one, emphasizing immediate corrective actions within the first 100 days post-reorganization. Key issues with the former model include excessive meetings, unclear decision-making processes, ineffective communication channels, and problematic governance structures. Establishing a streamlined operational framework is essential for enhancing organizational efficiency. The "Sport Triangle," developed by Robert Keidel, helps organizations evaluate operational dynamics by defining desired team types: centralized control (football), individual autonomy (baseball), or spontaneous cooperation (basketball). Pivotal decisions during reorganization focus on meeting structures, decision-making processes, and information dissemination, which are foundational for a sustainable new operating model.
This PPT slide outlines critical steps in clarifying value during the first 25 days of a reorganization. Successful reorganizations require merging legacy groups to create a cohesive structure while adapting operations to deliver new value. Key goals include enhancing productivity, improving services, and focusing on customer needs, achievable only if legacy groups evolve. The Value Pyramid is introduced as a strategic framework for identifying customer segments and aligning offerings. The first step is defining customer segments, followed by assessing how to make offerings distinctive and valuable. Finally, leadership must unify around a common understanding of value for the organization.
Source: Best Practices in Sibson, Restructuring, Reorganization PowerPoint Slides: Reorganization: New Organization Effectiveness PowerPoint (PPT) Presentation Slide Deck, LearnPPT Consulting
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
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