Supporting a rapidly-growing business through organisational change

Organisational change

From our conversations with the team at MyTAG, we knew they needed a different structure and a change in their strategy. We had to look at what this meant for the current team and what gaps such a change would create. Our main focuses for the project, were:

• Allow the CEO to step back and take a more ‘eyes on, hands off’ approach.
• Reshape the senior leadership team.
• Encourage the new and old leadership teams to adopt new roles and ways of working, whilst welcoming new members to the team successfully.
• Promote leading sales resource to Sales Director and populate their national team accordingly.
• Promote the IT Director to Managing Director.
• Free up more time for the Finance Director and Company Secretary.

Challenges

• On the surface, the project looked straight-forward. We had the full trust of the leadership team, which actually intensified some of the pressure.
• We needed to add value and implement new ideas, whilst maintaining the existing processes that enabled MyTAG’s growth in the first place.
• Where external talent was needed, we had to ensure the recruitment strategy attracted highly capable people that would fit seamlessly into the tight-knit, family run business, and that the recruitment approach aligned specifically to a new Organisational Design and Organisational Programme of Change.

Successful outcomes and overcoming these challenges

• By meeting regularly, we were able to continually review progress, have a clear focus, and properly align ourselves with the MyTAG team. We took a very Agile approach, Adapting quickly and effectively as we made progress.
• Our flexible solution allowed MyTAG to follow a familiar strategic route that they’d had previous success with, whilst adding in new approaches that helped to plug organisational gaps.
• We implemented Organisational Design Principles, that included building on previous success, and making strategic changes that would help the organisation transform in the short term and the long term.
• As an extension of MyTAG’s team, we maximised the brand, supported the management and leadership teams, and delivered great results. The outcome was a brand new Organisational team, a reshaped leadership team and a strategic review that was aligned to future growth.

What our HR Services and Organisational Change Director said

“When you are working in what is essentially a family business you want to take forward all of the great things that have already made them successful, whilst creating a new identity that made them ready for future growth.

We wanted to add value. We were working as a true partnership and felt very much like we were an extension of the MyTAG.”

Steve Foulger
HR Services and Organisational Change Director, Connor