Problem overview
A division of the group, had to align their own strategy, operating model and organisational structure to the new overall Strategy. The following challenges regarding the above were directly addressed:
- Current change management plan required a comprehensive review and realignment
- Key culture shifts and behaviours were not clearly identified and articulated to support the new strategy
- Oversight was required in the drafting of a new operating model and ways of work supported by change management
- Wellness approach and initiatives required further development post restructuring
The outcome
- An agile change management, communication and implementation plan was successfully developed and applied along the leadership spine – ensuring a smooth transition from the old operating model and strategy to the new
- New cultural behaviours and ways of work were identified
- The culture transformation journey and implementation plan was clearly articulated and explained with all roles
- Employee wellness initiatives were implemented throughout the journey to mitigate the psychological impact of change.
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