Each group or organization within a company has a stated, or assumed, mission. When a transformational project occurs—such as redesigning processes around demand and supply planning, DC/FC operations, redesigning the distribution network or applying new technologies— it affects how individuals within the organizations perceive their assigned missions.
This change can impact people in a variety of ways; however, one outcome is almost assured, and this is a drop in productivity. Thus, managing transition from one state to another is critical to minimize risks.
Our Organizational Design efforts are directed at assessing and reshaping an organization’s structure—including its processes, methods and skills—to facilitate the workflow that enables an organization’s mission. Tompkins’ methodology is designed to help our clients achieve an integrated system of processes, people, information and practices that will address a set of objectives consistently, repeatedly, and completely.
As important as identifying what the mission is and the right organizational structure, the process of achieving this is often delayed due to an ineffective change management program. By starting early, and applying a set of methods and tools, the change management process can move people along with the change in the organization, thus gaining their commitment and support.
Tompkins brings its experience at identifying the hurdles and requirements of managing transition within an organization to every project. Effective organizational change results from a comprehensive, evolutionary process that maximizes the impact on major projects and initiates a culture change for today’s evolving business environment.