We partnered with a major utility to implement a comprehensive group-level realignment of organisational functions. This strategic restructuring aimed to strengthen connections across the business while reducing inefficiencies caused by the existing structure. Through our human-centred change management approach, we successfully guided the organisation through this significant transition with minimal disruption and high stakeholder engagement.

THE CHALLENGE

The organisation faced inefficiencies and disconnection resulting from its existing structural framework. These challenges were impeding cross-functional collaboration and creating operational barriers that affected the organisation's overall effectiveness. Leadership recognised the need for a fundamental realignment of organisational functions to address these issues and build stronger connections across the business.

The restructuring presented several complex challenges. It needed to be implemented without disrupting ongoing operations, which was particularly critical given the organisation's role in managing essential infrastructure and services. Additionally, there was the potential for employee resistance and uncertainty - common with any significant organisational change - which could impact morale, productivity, and ultimately the success of the initiative.

The organisation required a partner who could not only develop a comprehensive change management strategy but also help the newly formed groups and teams establish a shared sense of purpose and identity as they adapted to the realigned structure.

THE SOLUTION

Our approach to supporting the organisation through this transformation was comprehensive and adaptive, focusing on both strategic planning and practical implementation. We developed a tailored change management methodology that addressed the specific needs and challenges of the restructuring initiative.

Key steps:

1. Assessment & Planning: We joined a dedicated Working Group to guide the transition, conducted thorough stakeholder analyses and change impact assessments, and validated the proposed structure while incorporating key stakeholder feedback.
2. Strategy Development: Based on our initial assessments, we developed detailed change management plans designed to address potential resistance points and maximise stakeholder buy-in. We also created a bespoke measure of organisational change readiness to track progress throughout the initiative.
3. Implementation Support: Our team executed a range of change management activities, facilitated stakeholder engagement meetings and workshops, and drafted project communications. We leveraged the Working Group as a two-way communication channel between the Project Team and employees.
4. Monitoring & Adaptation: Throughout the project, we periodically assessed and reported on change readiness, adapting our approach based on these insights and emerging stakeholder needs. We participated in regular meetings with the Project Team, providing proactive reporting and advice on change management activities, risks, mitigations, and stakeholder feedback.

Key features:

• Collaborative Governance: Close collaboration with the CEO and the organisation's People and Culture team ensured alignment with their strategy, values, and other key activities and messaging.
• Two-Way Engagement Model: The Working Group served as both an implementation team and a channel for gathering employee feedback, creating a responsive and inclusive change process.
• Data-Driven Approach: Our bespoke change readiness assessments provided quantifiable insights that guided strategic adjustments throughout the project.
• Adaptive Methodology: We maintained flexibility in our approach, making real-time adjustments based on stakeholder needs and change readiness assessments.

THE RESULTS

The restructuring achieved significant positive outcomes for the organisation. We successfully implemented the group-level realignment of organisational functions with minimal disruption to ongoing operations - a critical requirement for an essential services provider.

Our change management approach fostered high levels of stakeholder engagement and buy-in, helping to mitigate potential resistance and maintain employee morale during the transition period. The newly formed groups and teams developed a shared sense of purpose and identity, creating a strong foundation for improved cross-functional collaboration.

The project received positive feedback from the organisation's CEO and the Project Team, validating the effectiveness of our human-centred, empathy-led approach to change management. The realigned structure established a more connected organisation positioned for greater efficiency and effectiveness in delivering its critical services.

In supporting this successful transformation, we helped the organisation build not only a more efficient structure but also the internal capability to navigate future changes with confidence and resilience.