Performance enabling organizational design is both an art, and a science. Today’s HR practitioners are expected to hone consulting and analytical skills and strike a balance between a facilitative and expert role to create alignment between components of the organization and the organization’s strategic goals. Change usually has organization design implications, and organization design inevitably results in change. Learn how a change leadership foundation and thoughtful change tactics can artfully inspire and motivate the people in your organization around a vision for the future and the concrete action steps to get there.

Organizational design has become a crucial capability that internal human resource professionals are expected to lead, facilitate and execute. From everyday tweaks to larger strategic updates, practitioners must be able to bring a robust process and effective consulting techniques to their business partners. Change initiatives need to be thoughtful and intentional. Practitioners need to be equipped with the vision, tools, training, and empathy to influence business leaders and successfully communicate the rationale for why change is necessary. This workshop enables participants to better understand organizational design, how it fits within broader organizational development work, and how to embed change leadership and management into the business culture.

Key outcomes

• Learn how to develop and lead an optimal organizational design end-to-end process
• How to evaluate the current design to identify opportunities for improvement
• Use the STAR model to diagnose and solve critical design needs and implications
• Understand structure options and effectiveness mechanisms
• How to use practical and effective change tools to become a better change leader
• Learn strategies and tactics for building a change-ready culture and commitment to change initiatives
• Anticipate and plan response approach to unintended consequences

Who should enroll

• HR professionals, leaders, and practitioners responsible for driving and implementing organizational change and advising business leaders
• Best suited for those with foundational knowledge of organizational design—such as structural models, roles, and reporting lines—but without deep expertise in advanced design approaches
• Sample titles: HR Managers, HR Generalists, HR Business Partners