Challenge
- New vision-led strategy required an increase in organisation effectiveness.
- This involved a significant change to the organisation design, from divisional silos to a global matrix organisation with collaborative working at its heart.
- The change impacted circa 5,000 people, with 3,000 role changes and 125 exits.
Result
The new organization design reduced costs by £7.5 million and created a more agile customer-focused team with new ways of working.
“I have engaged Triumpha to carry out extensive work for my former and current organisations…most recently to support a group-wide transformation programme with organisation design and culture work packages.
This included a series of organisation development interventions to support our leaders through change; a performance coaching programme and a bespoke Strategic Business Partners Programme for our Corporate functions.
I am in awe of their ability to build on ideas utilising theory, as well as their extensive practical experience developing unique solutions that have been tried and tested in organisations across the globe.
Core strengths lie in their ability to understand organisations and people. They have a clear understanding of how value flows through an organisation and how to plan and organise the key levers to achieve success. Andrea & her team are my ‘go-to’ HR & OD experts…I love the way they can jump right in, quickly assess and relate to their new environment and grasp the challenges…they never undertake a project until they are absolutely sure of the objective and required end result.”
Group HR Director, QinetiQ
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Focus
- 8 functions
- 19 countries
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TIME
- 14 months end to end
- 6 months of continuous people change
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PEOPLE
- 4000 impacted
- 120 business leaders
- 8 global change leaders
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Cost Saving
- £15 million cost reduction
Solution
- Triumpha designed, mobilized and led the implementation of the organisation design programme with internal business leaders and HR professionals
- Developed a new OD framework (‘How To Do OD’) which is now built into the organisation’s operating principles
- Upskilled inexperienced line managers, their teams, and HRBPs to develop and implement the design using the new OD framework
- Designed an architecture for the development of the organisation’s leadership and culture change programme against a new set of leadership skills.
Led the design and delivery of two organisation development interventions:
- Strategic Business Partner Development programme
- Coaching for Breakthrough Behavioural Change programme within the top 100 leadership community
