- Before deciding to change an organization’s structure, leaders must define the issue: What exactly is the organizational challenge at hand? Ideally, there should be a consensus among leadership about challenges and needs.
- Once leaders understand the challenge, the next step is to determine the best way to address it. A reorganization may be a solution, but more effective and less disruptive options may be available. Streamlining work processes, engaging stakeholders to identify needed changes, or clarifying roles and responsibilities may be better solutions than a formal change to the organization.
- Reducing costs may be a motivation for reorganizing an organization, but leaders should think carefully about whether and when costs will decrease. It is not always necessary to complete a complex fiscal analysis. Leadership can make educated guesses about how much time will be lost due to a reorganization and factor those losses of productivity into rough calculations of benefits and costs of a potential reorganization.
- Engage key constituents and request ongoing feedback.
- Review market and/or industry changes to determine the best course of action.
- Understand the challenges and benefits of reorganization.
- Review, assess, and evaluate the alignment with university strategic initiatives.
- When reorganization is the right solution to an organizational challenge, leadership and managers must be prepared to invest time and resources to make the transition successful.
0
0