New Insights on Organizational Design from McLean & Company
Organizational redesigns are increasingly common as companies strive to remain agile in a rapidly evolving business landscape. However, many of these redesigns falter not due to flawed strategies, but because of poor implementation. According to fresh research from McLean & Company, a global HR research and advisory firm, execution is where most organizations stumble.
In its newly released resource, Implement Organizational Design, McLean & Company outlines a comprehensive, evidence-based framework designed to help HR and organizational leaders not only design but also effectively roll out new structures with long-term success in mind. This release marks the second phase of the company’s broader organizational design research series.
The Critical Gap Between Strategy and Execution
Despite the growing frequency of organizational redesigns, many firms underestimate the level of effort required to bring these changes to life. McLean & Company notes that the real challenge lies not in the design itself but in the execution, which is often treated as an afterthought. Poorly defined roles, inadequate communication, weak leadership alignment, and insufficient post-launch support are among the top culprits that derail implementation efforts.
“Designing the future of the organization is only half the equation,” says Michelle Leedy, Senior Executive Advisor at McLean & Company. “If there’s no clear path to implementation—or if employees are left in the dark about what’s changing and why—the risk of failure grows exponentially. Execution is the moment of truth.”
Five Steps to Successful Implementation
To bridge the gap between intention and impact, McLean & Company has identified a five-step process for successful organizational design implementation:
- Preparation and Planning: Begin with readiness and risk assessments to understand organizational capacity for change.
- Implementation Roadmap: Develop a detailed plan with timelines, milestones, and clearly defined ownership of responsibilities.
- Change Action Plan: Establish a structured approach to drive adoption and mitigate resistance.
- Support During Execution: Provide consistent support for both leaders and employees as changes unfold.
- Sustainment: Focus on continuous optimization to ensure the new design endures and evolves with organizational needs.
This structured approach not only enhances the likelihood of a successful redesign but also ensures that changes are sustainable over time.
Why Getting It Right Matters
According to the firm’s 2025 HR Trends Survey, organizations that excel in managing change are 59% more likely to report high workforce productivity and 52% more likely to achieve strong organizational performance and revenue growth. These statistics underscore the value of a robust implementation strategy.
Additionally, 85% of surveyed HR leaders reported increasing their focus on risk mitigation and business continuity planning over the past year. This highlights a growing awareness that external changes—such as economic shifts, technological advancements, and leadership transitions—demand greater agility and resilience from organizations.
“Whether the catalyst is new leadership, emerging technologies, or economic pressure, transformation isn’t slowing down—it’s accelerating,” says Amani Gharib, Director of HR Research & Advisory Services at McLean & Company. “But speed without structure is risky. Our research emphasizes that implementation should be treated as a core strategic function, not merely an operational task.”
Tools and Resources to Support Implementation
To aid HR teams in managing each phase of implementation, McLean & Company provides an array of practical tools. These include:
- Organizational design implementation workbooks
- Change action plan templates
- FAQ templates to support communication efforts
- Comprehensive communication resources catalog
Organizations can choose from various support options, ranging from do-it-yourself toolkits and advisory-led implementations to on-site executive counseling. These resources are designed to help HR leaders drive meaningful, lasting change while minimizing disruption and resistance.
About McLean & Company
McLean & Company offers evidence-based research and actionable tools tailored to HR professionals at all levels. The firm equips organizations with diagnostics, workshops, and advisory services aimed at shaping positive, high-performing workplaces. McLean & Company is a division of Info-Tech Research Group and serves a global membership base.
Media professionals interested in accessing HR, IT, and software research from McLean & Company can sign up through the company’s Media Insiders program for unrestricted access to hundreds of industry analysts and resources.
This article is inspired by content from Original Source. It has been rephrased for originality. Images are credited to the original source.
