The dilemma of transformation

Transformation processes are on the agenda of many companies – digitalisation, automation, agile working methods and software migrations. However, these projects often run into trouble or fail completely. Why do so many transformation projects fail? The reason is a lack of a foundation: clearly structured organisation management.

If processes are unclear, responsibilities remain vague and teams are not well positioned, no transformation can succeed in the long term. Changes come to nothing because there is no solid structure to support them. But instead of seeing this as an obstacle, it should be seen as an opportunity: those who consistently build up their organisational management create the breeding ground for successful transformations.

The solution: structure first, then change

Good organisational management is not an end in itself – it is the basis for efficient transformations. But what does that mean in concrete terms and what is organisational management?

Organisational management is the art and science of designing an organisation to work efficiently and purposefully. It includes structuring departments, teams and roles, defining responsibilities, and designing and optimising processes. While other management disciplines such as strategy, change or project management often concern individual initiatives or changes, organisational management lays the stable foundation on which these changes are built. Without a clear organisational structure and well-thought-out processes, inefficiencies, duplication of work and ambiguities arise in the collaboration – obstacles that complicate or even cause the failure of any transformation.

Clear role models

Every organisational unit needs clear roles and responsibilities. Who is responsible for what? What decision-making powers are there? Without a functioning role concept, gaps or duplications arise that lead to inefficiency and friction. A good role model ensures that everyone involved knows where they stand and how they work together.

Clear roles are not only essential for day-to-day work, but also for change. When transformations are on the agenda, it must be defined who makes decisions, who implements adjustments and who imparts knowledge about new processes. Companies that already have an established structure here are able to implement change faster and more effectively.

Clean process models

Transformation often means realigning processes. But before processes can be optimised or digitised, they need to be understood. Good process management maps the current situation, defines target processes and ensures that workflows are transparent and well thought out. Investing in this now will save a lot of time later and avoid chaos during the transformation.

Processes are the backbone of every organisation. A detailed process analysis uncovers weaknesses, identifies bottlenecks and shows where automation or standardisation could be useful. It also provides a realistic assessment of which changes can be implemented and which adjustments are necessary to successfully implement new strategies.

Combining expertise and structure

Organisational management is not purely a structural issue – it combines expertise with operational implementation. A functioning organisation ensures that departments can contribute their expertise in a targeted manner. This means that business requirements must be mapped in process structures, and transformations must not be planned separately from existing processes.

Good organisational management also brings transparency. When departments know what organisational conditions exist, they can better formulate their requirements and work more purposefully on solutions. At the same time, the risk that new structures will not fit with the existing technical architecture is minimised.

Promoting agility and adaptability

Another important aspect of effective organisational management is the ability to adapt. Companies that design their structures and processes to be flexible can react more quickly to changes in the market environment. This does not mean that hierarchies and processes have to be constantly overturned, but that a learning organisation is created.

Principles such as continuous improvement, regular retrospectives and an open error culture play a crucial role in this. An organisation that is geared not only towards stability but also towards further development can transform itself more easily and remain competitive in the long term.

The path to successful transformation with adesso

How can good organisational management be established as a basis for transformations? Our experts support you with a structured approach:

• 1. Taking stock of the organisation: Which teams exist? How are they structured? Where are there ambiguities or frictional losses?
• 2. Clarifying roles and responsibilities: Together with you, we define a clean role model and make responsibilities transparent.
• 3. Creating a process map: Documenting processes, analysing interfaces and identifying optimisation potential.
• 4. Strengthen collaboration between departments and organisation: We ensure that organisational structures and expertise are interlinked in your company.
• 5. Put transformation on a solid footing: It only makes sense to implement changes – whether through technology, new methods or strategic adjustments – once structures and processes are clear.
• 6. Use change management in a targeted way: Transformations affect people, their working methods and their expectations. Resistance is normal, but it can be reduced if the employees affected are involved at an early stage.
• 7. Actively promote cultural change: Changes only succeed if the corporate culture is aligned with them. Managers should cultivate open communication, involve employees and create a learning-oriented culture.

Effective change management with adesso ensures that uncertainties are reduced, advantages are made visible and employees are actively involved in the change.

In addition, managers should act as drivers of transformation. Their role is not only to make strategic decisions, but also to act as role models and communicators to drive change. Clear and consistent communication is essential. Those who provide information at an early stage, manage expectations and are open to feedback create a culture of trust and a willingness to change.

Conclusion

Successful transformation begins with good organisational management. Investing in this area creates efficiency, clarity and the best conditions for sustainable change. Companies that optimise their structures and processes before a transformation are able to implement changes not only faster but also with greater success.

Our contribution

adesso has extensive experience in the field of organisational management. Our approach goes beyond pure technology and includes strategic planning, the integration of new technologies, and the adaptation of roles, structures and processes within the company. We help you identify the unique challenges of your business and develop tailored solutions.

Our consulting services take into account the entire organisation to ensure that changes are not only integrated technologically, but also structurally and in terms of processes. We analyse existing structures and processes, define new roles and responsibilities, and support cultural change within the company.