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Implementing An Organizational Realignment – Useful Guidelines

By Michael VanBruaene, Guest Blogger

With any organizational realignment or restructuring the challenge and real work is in the gritty day-to-day details of implementation.  There are risks and issues to identify, address and manage.  Realignment can be as small as rearranging a few positions and responsibilities or a major repositioning of large divisions, along with changes to their operating units, processes and position responsibilities.

Guidelines to Follow Include:

  • Document the End Result, Also Benefits and Negative Impacts
  • Manage the Implementation – Assign Responsibility and Authority, Also Necessary Resources
  • Have an Implementation Plan
  • Deliver Orientation and Training
  • Prepare Executives and Managers for Transferred Employees
  • Communicate Directly and In-Person With All Affected Employees Immediately
  • Communicate Frequently
  • Communicate Success
  • Communicate To Your Customers and Stakeholders
  • High Level Leadership Should Deliver the Information
  • Include Key Executives Early
  • Empower Employees and Listen to Them
  • Establish Trust
  • Consider Human Concerns – Resistance to Change and Morale

For the full text for each guideline go to:

Michael VanBruaene was a KPMG Director and blogs at, Practical Tools To Improve Organization Performance

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