Retail Organization Transition & Implementation


Organization Transition & Implementation

Most companies struggle with how to implement the hard work they put into designing or refreshing their organization. The risks are great. The potential to lose business momentum while transitioning is real. People often take their eye off of the ball when they sense their position may change. Is it better to slowly transition or “rip the bandage off”? Top companies realize that a design is only as effective as its implementation, yet implementation is often poorly planned, resourced and executed. Optimizing organization design efforts requires holistic management of the change while minimizing business risk.


Organization Development


What We Do

TPG has vast experience in helping companies get to the future efficiently, while mitigating the risks inherent in implementing change. We have effectively implemented organization designs in organizations as large as 8,000 people, and as small as 25, at the global, country and regional levels.

TPG’s proprietary change management products include several critical “transition” and “component” plans that ensure a comprehensive, successful and sustainable implementation effort. Each plan is seamlessly linked together to create an integrated and smooth transition. A partial list of our transition and implementation consulting services includes:

  • Transition Management: Provide overarching plans that set the pace and tone of the change effort and include development and management of a Critical Path, Stakeholder Enrollment Plan, as well as internal and external Communication and Cultural Change Plans.
  • Component Plans: Manage each element of the implementation in a planned and cost effective way to support achievement of the Critical Path. These may include the following:
    • People & Staffing: Identify a sequenced set of activities focused on carefully staffing the right people in the newly designed roles, and transitioning individuals out of current roles and into new roles without disrupting ongoing business performance.
    • Work Process Activation: Implement proprietary tools to ensure the newly designed work flows are easily adopted and become a way of life within the organization.
    • Systems & Information: Address the information and systems needs (and realignment) to enable the structure, processes and reporting required to monitor and manage overall performance.
    • Policy & Governance: Ensure that new policies and procedures are appropriately documented and understood by the organization.
    • Performance: Ensure newly designed reward and recognition programs are properly communicated and administered.
    • Competency Development: Build a robust training and development blueprint based on desired competencies, to ensure people have the knowledge and skill necessary to succeed in the new organization.
    • Role University: Provide a motivating fast start to new teams with a focus on role clarity and activation of new roles and business plans for the first 6 months following launch.
  • Implementation: Facilitate any or all aspects of the organizational change including process activation, staffing, communication, training, change implementation, team management, systems and information project leadership, etc.

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