Business Transformation is a given in the lifecycle of organizations. If an organization or business desires to continue growing gainfully, it has to keep Restructuring and Innovating with time. Successful Restructuring can be achieved by pursuing a robust 4-phase approach. Each incremental phase paves the way for shaping the next phase:
- Strategic Analysis
- Structural Redesign
Redeployment is the most critical phase in the Restructuring process. It presents an opportunity to progress towards strategically directed performance goals and establish the foundation for a new Organizational Culture.
Carrying out an efficacious Redeployment, however, necessitates navigating around the pitfalls that threaten the process. These snags include:
- Lack of detailed planning on how Redeployment will be handled
“If you fail to plan, you plan to fail” is an oft repeated adage that has wisdom based on experience of many failures throughout history. The Redeployment plan should be thoroughly discussed and developed at the Redesign stage, giving out details of all aspects of Redeployment.
- Restricted access to information approach
Organizational leadership often try to avoid sharing information due the fear of losing control. During the tumultuous phase of Redeployment, leadership should be communicating with the employees quite frequently to alleviate any concerns and build their trust.
- Failure in immediate and full disclosure of information
Timely and full disclosure of information is absolutely essential for the process to run smoothly.
A robust communications system has to be put in place for dissemination of timely information predominantly in the Redeployment phase as employee apprehensions are at the highest level in this stage.
You can learn more about the pitfalls during Redeployment here in the editable PowerPoint on Redeployment after Restructuring.
Redeployment, in order to be successful, has to go through 7 steps that need careful planning and execution with precise timing. These 7 steps include:
- Continuously maintaining a robust Communications Plan.
- Developing an employee assessment system based on the newly-defined business needs and goals.
- Creating a system of reviews and appeals.
- Deploying an internal placement group.
- Launching a severance plan for those who decide to leave the organization.
- Providing training to employees at all levels for them to be able to develop competencies required to assume the responsibilities in a transformed organization.
- Planning for the renewal phase following redeployment.
Let us delve a little deeper into this second step:
2. Develop an Employee Assessment System based on the newly defined business needs and goals.
The system should assess potential employees against required competencies for the position. A matrix should be created to serve as an assessment tool to structure the selectors’ thinking. Each competency should be assigned a weight and the cumulative score should be the sum of weighted scores of each competency. Input should be based on interviews with candidates, feedback from managers and supervisors. The matrix should be used as a tool only and selection decision should not be predetermined rather based on all aspects, i.e. qualitative as well as quantitative.
The selectors should be trained to ask targeted questions to assess competencies and document them properly. Assessment should be divided into 3 sections:
- Go/No-Go section to assess the candidates’ ability to meet the minimum requirements.
- Evaluation of each candidate against the competencies mentioned for each position.
- Document modification in decision due to absenteeism, affirmative action concerns, etc.
Interested in learning more about the Redeployment Steps? You can download an editable PowerPoint on Redeployment after Restructuring here on the Flevy documents marketplace.
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In today’s business environment, management consulting firms must be ready to address client challenges and needs that will transform their business by 10 or 100 times. Tools and methods must be scaled up to ensure applicability to the widest possible audience globally.
The Consulting Workshop Series provides a good understanding of the 10 Methods of conducting Workshops that are custom designed to fit specific workshop objectives. Different methods are developed for the purpose of providing organizations the most appropriate tool necessary to support organizations to achieve their strategic goals and targets.
If management is faced with a situation where the past or present is unlikely to be a guide for the future, Scenario Planning is the best method to use.
Understanding Scenarios as an Effective Tool to Planning
Scenarios are vision-building. It is an effective tool when the degree of uncertainty about the future is high.
What are Scenarios?
Scenarios are narrative descriptions of potential futures that focus our attention on relationships between events and decision points. Its primary objective is planning and preparing for an uncertain future.
Scenarios can be effective in improving long-term decision-making. It motivates change and generates alternative trajectories for future developments. You can use Scenarios to improve preparedness for emergencies and contingencies. Most importantly, Scenarios can be used to guide key choices and generate a vision that can facilitate action.
The Steps to Building a Well-informed Scenario
Building a well-informed Scenario takes 3 strategic stages.
- Pre-workshop Phase. The Pre-Workshop Phase is the starting point for establishing the framework of the Scenario-building Workshop. It establishes the opinions and intelligence needed for the workshop. It is also in this phase that the Scenario Team is organized to make sure that the preparations needed for the workshop proper are done in a most effective manner. This is most important as Scenario Teams are the decision makers, the experts, and the creative thinkers necessary in the development of the Scenarios.
- Scenario-building Workshop Phase. Broken down into 2 sub-phases, the Scenario-building Workshop Phase is essential in establishing the scenario logic. It is in this phase wherein key factors in the environment are identified and the approach to fleshing out the Scenarios are established. Essentially, the Scenario-building Workshop Phase builds up the fundamental core elements that will support Scenarios as a useful learning tool.
- Post-Workshop Phase. The Post-workshop Phase is the concluding phase where scenarios and analysis are presented to the relevant public to generate insights. At this stage, it most critical that Scenarios are effectively converted into actual plans.
The Challenge: Converting Scenarios to Plans
At the end of the day, it is most important that Scenarios are converted into plans. Scenarios become plans after going through 4 strategic steps – Strategic Analysis, Scenario Creation, Strategy Finding, and Strategy Formulation. These steps shall be thoroughly discussed in the editable PowerPoint.
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