Re-designing the organizational structure of an organization post its acquisition by a US firm and aligning to their business strategy and culture
There is sense of misdirection among the leadership group that leads to decision paralysis
There seem to be lack of clarity in growth direction at all levels
Leadership decisions take lot of time and at times they are stuck with impasse
Leadership decisions take lot of time and at times they are stuck with impasse
Conducted detailed assessment of the team and its work culture, and devised a strategy to come up with the most relevant organizational structure
Designed the new structure with multiple parameters including the culture of the organization, the current leaders’ mindset and culture of the workforce in India
A phased roll out and measurement of adoption of the new structure by various teams and ongoing feedback mechanism to ensure issues are addressed upfront
The workshop was conducted as an offsite using an appreciative inquiry approach and was extremely successful two days work with the 10 leaders of the organization
The assessment of leader and environment was done with a thorough approach involving various instruments like BEI interview, 270-degree survey and team interview, helping create an Individual Development Plan for each leader. 1:1 coaching, and group sessions conducted to ensure leadership development
The Research on PMS provided 6 key areas for modification and the governance dashboard recommendation kept the overall initiative on track over time
The entire organization transitioned smoothly into the new structures because of the approach of creating champions in the organization to propagate it
New Terminologies to define the structure gave a more humane feel and more purpose driven feel to the change
The intrinsic motivation of people was tapped in and more self driven teams were created by the structural change itself
New structure motivated people and kept the attrition at lowest
Created a new brand value for the organization in the minds of techies who wanted to work with this kind of organizational structure