Although sensitive, the CEO wanted to involve the leadership team. We held diagnostic interviews with each leadership team member to gain their perspective on the issues and ideas for the future organisation design.
Using organisation design principles as a guide, a number of options were proposed, which teased out ways in which the dimensions of geography, sectors and services could all be given the right level of attention and focus. Through a series of leadership workshops and sessions with the CEO, these options were debated and the implications for the business and role holders explored.
With a solution agreed, detailed implementation planning commenced and existing leaders were appointed into new roles.
A personalised business-wide communications exercise was undertaken, covering the rationale for change and benefits of the new design.