Organisational structure must closely reflect strategy – particularly when strategy has itself been revised. A typical change project starts with developing a clear and universally agreed understanding of strategy - current or new.

We then:

• Analyse, in close co-operation with senior management and other internal stakeholders, organisational structure(s) that might align with the strategy and which would have a clear rationale in terms of effectiveness

• Devise a systematic transformation process, along with a supportive communication strategy

• Communicate the underlying rationale for change clearly and candidly, to help ensure that everyone in the organisation understands, buys into and rapidly implements the necessary changes

• Implement with transparency and rigor. Change invariably encounters resistance: clear and repeated communication, backed up by implementation which is both single-minded and sensitive, is of paramount importance