Organizational Alignment

TRANSIT ORGANIZATION REQUIRES CORRECT CHANGE

Sometimes you can’t see the forest for the silos. You need a wider perspective.

Our client in this case was a metro-area provider of bus, light-rail and commuter-rail services. They wanted to realign their organization to address some key areas of concern.

These key concerns included: a history of “silo” mentality; a disconnect between work needed and work performed; and gaps between research/analysis, customer expectations and delivered results.

Realizing astutely that they needed outside objectivity and perspective, they turned to ACME.

Green light

We got in gear and worked with the client management team to conduct a planning and research assessment to better understand the organization’s key roles and activities. We then reviewed findings and important themes, brainstormed options, and determined benefits and risks associated with each option.

High-level to-be organizational designs were developed that addressed findings from the assessment. We were ready to roll.

Red light

Humans are naturally averse to change. And when structural change occurs at work, it can cause cracks in the attitude department.

It took some time (and tact) to get people to wrap their heads around the idea of instituting organizational change. Making tough decisions is difficult, but essential. We helped frame the issues and bring focus to the objectives.

We also brought an informed outsider’s view, with wide-ranging experience in leading organizational change. In short, we knew the best routes to get there.

After much evaluation and analysis, we presented the client with several options on how to restructure their organization. We also provided coaching on how to implement the change.

Green light

The client moved forward with our recommended solution. With the research, analysis and informed guidance we provided, they were well prepared to implement the new organizational structure.

From project start through completion, it was an easy commute. 