Effective organizational structures help
teams to perform beyond the sum of their parts.
Before
restructuring their team, leaders should be clear about what their current
and desired organizational structure encompasses in terms of goals, roles,
tasks, and processes used to organize the flow of work. This includes the
underlying relationships and beliefs required to get work done on a
day-to-day basis.
Can Restructuring Solve Your Problem?
Periodically
and for a variety of reasons, it makes sense to reorganize your team to
unlock value or to fix a problem. While team reorganizations sound like a
relatively fast and concrete way to solve complex problems, a recent McKinsey
survey found that over eighty percent fail to deliver the desired benefits on
schedule.
And teams
that have been through a reorganization often report higher levels of stress,
lower levels of productivity, and decreased levels of employee
engagement. So while structural change sounds like a smart way to
improve collaboration, communication, and performance problems, team
reorganizations are fraught with performance and people challenges.
The Top Reasons to Reorganize Your Team
As with
any change, there is typically a specific catalyst that drives the need to
restructure a team. The most common reasons reported by our clients
include:
Why Up to 80% of Team Reorganizations Fail
Any
reorganization upsets the status quo. And change is likely to be at least
resisted and at worst feared and fought. Like most major corporate change
initiatives, team reorganizations typically fail due to employee resistance
driven by a combination of:
Is your
reorg set up to succeed?
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About LSA Global
Founded in 1995, LSA Global is a leading performance consulting and training firm that helps high growth technology, services, and life-science companies create a competitive advantage by powerfully aligning their culture and talent with their strategy. Learn more about getting aligned
