How to Do Change Management for a New Operating Model and Organizational Redesign

In this article, you will learn exactly how to apply a proven, step-by-step organizational change management framework to deliver a New Operating Model or Organizational Redesign that achieves the business outcomes you expect.

Did you know that on average 65% of major change initiatives fail to meet their objectives, not because the operating model or redesign itself is flawed, but because the people side of the change was under-managed? (Source: mooncamp.com)

In the context of a New Operating Model or Org Redesign, such failure often arises from insufficient readiness assessment, weak stakeholder engagement, poor communication, and inadequate adoption support, in short lacking rigorous organizational change management.

This article shows you exactly how to conduct change management for a New Operating Model and Org Redesign initiative, providing a scannable, actionable guide that aligns with your needs as a change manager, project or program leader, transformation lead, or someone searching for organizational change management for New Operating Model and Org Redesign.

Quick Overview: The 4-Phase Change Management Framework

Here’s a high-level view of the 4-Phase Scalable, Flexible, Iterative Change Management Framework we’ll be applying to your New Operating Model or Org Redesign effort:

Each of these phases is repeatable, scalable, flexible, and iterative. Now let’s dig into each phase in actionable detail.

Phase 1: Organizational Change Readiness Assessments for New Operating Model and Org Redesign Implementation

This first phase sets the foundation. Without a strong assessment of readiness, you increase risk of failure dramatically.

1. Conduct Current State and Culture Assessments

What: Evaluate the organization’s existing culture, processes, leadership alignment, and change maturity as it relates to the upcoming New Operating Model or Org Redesign.
How: Use tools such as culture surveys, interviews, focus groups, process walkthroughs, and leadership alignment workshops. Map out what is working, where resistance points might be, how leadership currently behaves, and how ready people are to shift.
Who: Change management lead, transformation lead, HR or OD partner, and internal change network. Include representatives of key impacted business units.
When: Early in the readiness phase, immediately after project kickoff but before major design or development of the new model.
Why: This establishes a baseline, highlights cultural or behavioral enablers and barriers, and gives you critical data for tailoring strategy and communications.

2. Conduct Change Impact Assessments

What: Analyze what is changing as part of the New Operating Model or Org Redesign such as new structures, roles, processes, systems, metrics, and behaviors. Determine the level and severity of impact across departments, teams, and roles.
How: For each component of change, map impacted stakeholders and define what will be different in their roles, processes, systems, or behaviors. Use an impact and effort matrix or heat map.
Who: Business leads, process owners, HR, system or integration teams, and the change management lead.
When: Concurrent with readiness assessment but before detailed enablement design begins.
Why: Knowing precisely what is changing helps build targeted communications, training, sponsorship, and stakeholder plans.

3. Identify Risks and Resistance That May Derail the Rollout

What: Identify potential risks and resistance points for the New Operating Model or Org Redesign implementation across people, processes, technology, culture, and structure.
How: Use the readiness and impact assessments plus workshops to ask questions like “Why might people resist?” or “What risks exist for adoption?” Typical issues include fear of job loss, lack of clarity, poor leadership support, and insufficient communication. (professional.dce.harvard.edu)
Who: Change manager, risk manager, transformation governance team, and key business representatives.
When: As part of Phase 1, before planning the change strategy.
Why: Early identification of resistance allows you to plan proactive mitigation rather than reactive firefighting, which is critical for successful change management.

4. Map Stakeholders and Champions

What: Identify all key stakeholders impacted by the New Operating Model or Org Redesign and map potential change champions who will drive adoption.
How: Create a stakeholder map including senior executives, middle management, frontline teams, HR or OD, IT, operations, finance, legal, procurement, and sales or marketing. Assess influence, impact, and support level. Identify champions in each group who are trusted and willing to promote change.
Who: Change manager, business leads, HR, and OD.
When: During readiness and refined through design.
Why: Stakeholder and champion mapping is foundational to effective sponsorship, communication, training, and adoption.

5. Conduct Enablement Needs Assessment

What: For each impacted department or role, identify the training, communication, engagement, and enablement required for the New Operating Model or Org Redesign to succeed.
How: Use impact assessments plus interviews or surveys to map training needs, communication preferences, and engagement motivators.
Who: Change enablement lead, HR or OD, business process owners, and the training team.
When: During readiness phase, before designing detailed plans.
Why: Tailored enablement drives adoption, while one-size-fits-all training rarely works.

6. Deliver Readiness Survey and Interviews

What: Assess current levels of awareness, desire to support, understanding or knowledge, and confidence among impacted stakeholders.
How: Deploy a readiness survey covering key dimensions such as awareness, desire, knowledge, ability, and reinforcement. Conduct qualitative interviews to deepen insights.
Who: Change management team, HR or OD, and internal communications.
When: At the end of Phase 1, before moving into design and develop.
Why: Provides a benchmark for tailoring future communication, training, and adoption plans.

Phase 2: Design and Develop for New Operating Model and Org Redesign Rollout Adoption

Quick Intro

In Phase 2, you move from assessment into design by building the strategy, plans, materials, and roadmaps that will drive adoption of your New Operating Model or Org Redesign.

1. Develop Change Management Strategies

Define eight core strategies that underpin your change management for the New Operating Model or Org Redesign:

1. Sponsorship and leadership alignment strategy

2. Stakeholder and engagement strategy

3. Communication and messaging strategy

4. Training, enablement, and capability-building strategy

5. Resistance management and reinforcement strategy

6. Measurement, tracking, and adoption strategy

7. Change network and champion strategy

8. Sustainment and continuous improvement strategy

Each strategy defines how you will deliver across the different change dimensions.

2. Create Detailed Change Management Plans

Develop detailed plans for each strategy, including:

• Change Impact and Readiness Plan

• Communication and Engagement Plan

• Stakeholder and Sponsorship Plan

• Training and Enablement Plan

• Resistance Management and Reinforcement Plan

• Measurement and Adoption Tracking Plan

• Change Network Plan

• Sustainment and Continuous Improvement Plan

3. Develop a Holistic Roadmap

Build a roadmap for your New Operating Model or Org Redesign rollout that sequences communications, training, and reinforcement activities. The roadmap should include all phases, milestones, and timelines to ensure all activities happen at the right time with the right audience.

4. Create Communication Assets

Develop tactical communication assets such as:

• Invitations for kickoff sessions and training reminders

• Email updates, countdowns, and go-live announcements

• Newsletters to share progress and success stories

• Short videos and quick guides to explain the changes

• FAQs, one-pagers, and role-specific reference guides

5. Develop Materials to Onboard and Engage Change Champions

Create:

• Champion onboarding decks and toolkits

• Roles and responsibilities templates

• Communication and messaging guides

• Recognition and engagement plans

6. Develop Materials to Onboard and Engage Leadership

Create leadership materials including:

1. Leadership Engagement Guide

2. Day-in-the-Life Role-Based Learning Scenarios

3. Leadership Talking Points and Communication Toolkit

4. Leadership Action Roadmap outlining sponsor responsibilities

7. Create Enablement Site, Training, and Resources

Develop a centralized enablement hub that hosts all training materials, communication assets, FAQs, and support resources. Include live and on-demand training, interactive workshops, and office hours through platforms like Teams, Slack, or Zoom.

Phase 3: Implement and Manage Adoption for the New Operating Model and Org Redesign Rollout

1. Execute the Communication Plan

Deliver the communication plan by targeting specific audiences with the right message, through the right channels, at the right frequency. Track engagement and feedback to adjust as needed.

2. Launch and Manage the Change Champion Network

Host a kickoff for champions to align on goals and communication cadence. Provide training, resources, and regular check-ins. Use collaboration channels for ongoing engagement.

3. Deliver Leadership Onboarding, Coaching, and Support

Provide leadership coaching and ongoing guidance so sponsors and executives remain visible and engaged throughout the adoption phase.

4. Deliver Hands-On Training and Deploy Educational Resources

Run role-based workshops, practice sessions, and blended learning experiences. Provide job aids, checklists, and quick-access videos for continued learning.

5. Manage Resistance Proactively and Reactively

Monitor for early signs of resistance such as low participation or negative feedback. Use listening sessions, peer discussions, and sponsor intervention to address issues.

6. Measure Adoption and Success Metrics

Track adoption metrics such as awareness, usage, compliance, and performance outcomes. Report results to governance teams to demonstrate progress and adjust strategies as needed.

Phase 4: Sustain and Reinforce Change Management for the New Operating Model and Org Redesign Rollout

Maintain Change Network and Feedback Loops

Keep champions engaged with ongoing forums, surveys, and lessons-learned sessions.

Continue Office Hours and Support

Maintain support channels and offer refresher sessions so users stay confident in the new operating model.

Measure Normalized Adoption

Monitor long-term metrics to ensure consistent adoption and to identify any regression points.

Capture and Integrate Lessons Learned

Hold post-implementation reviews to capture best practices and improvement areas.

Reinforce and Recognize Adoption

Recognize individuals and teams for positive contributions and share success stories.

Embed Change into Business-as-Usual Operations

Update policies, job descriptions, metrics, and performance goals to institutionalize the new model.

How Airiodion Group Consulting Can Help

If you are looking for the best change consultant for New Operating Model and Org Redesign implementation or a change management consulting firm for New Operating Model and Org Redesign, Airiodion Group Consulting can help.

We specialize in enterprise change management for New Operating Model and Org Redesign implementation, including:

• Strategy and framework design

• Readiness and impact assessments

• Communication and enablement programs

• Stakeholder and champion engagement

• Adoption measurement and sustainment

• Continuous improvement and reinforcement

Learn more at: Airiodion Group, A Best Change Management Consulting Firm.

Conclusion: Embedding Your Change for Long-Term Success

Successfully delivering a New Operating Model or Organizational Redesign demands more than great process design. It requires proactive, human-centered organizational change management. When done effectively, readiness, strategy, stakeholder engagement, enablement, measurement, and reinforcement turn a rollout into lasting transformation.

By following this 4-phase framework, Assess Readiness, Design and Develop, Implement and Manage Adoption, Sustain and Reinforce, you set your organization up for success.

Take the time now to embed change management into your New Operating Model and Org Redesign, and make this transformation stick.

Frequently Asked Questions about Change Management for New Operating Model and Organizational Redesign