How to Structure Large Scale Change Efforts

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How to Structure Large Scale Change Efforts
Hello All: For a textbook chapter that I am authoring, I am compiling a list of different change effort structures that leaders adopt when organizing large scale efforts. I believe that there are four different structures or approaches that an organization navigates when dealing with a major organizational change initiative.
I say "navigates" because one can see shifts between each approach happening throughout the large scale change effort. I'm curious regarding your opinions and anecdotes regarding other change effort structures that in your experience have been effective. Again, please consider the large scale level of change only. The following is a brief description of 4 structures I previously referenced:

1. THE SHADOW ORGANIZATION - This is where the change effort requires an organization to create a separate organization chart of various specialized teams ie. Training and development, physical plant, where the team engages the change effort based on the milestones that are required, but only those that are focused on their specialization. An essential characteristic of this change structure is that these specialized teams still operate within their existing, respective overall workgroups or divisions while targeting the change milestones that the organization requires of their specific specialty areas.
2. THE EMBEDDED EFFORT - This is where the responsibilities of required change are built into the job descriptions of the employees. As part of the change effort, by embedding the responsibilities of change into the job descriptions this mandates attention to any change effort as a part of job performance. Change-related performance is added as the list of KPI's to be assessed as part of overall job performance. The premise here is that by mandating change responsibilities at the individual level, no additional organization structures are necessary to effectuate change.
3. THE DREAM TEAM - This is a change structure can also be referred to as the star approach. The idea here is that the change consultant works with the organization to identify superstars from within the organization. Once these stars are identified, a change task force is created comprised of these stars. The sole purpose of this task force is to generate a proposal for change implementation based on the stars' opinions and observations which are ultimately presented to the C-level executives for disposition. It is a known fact that in talent management circles that an organization's "stars" are as much as 20% more productive than the typical rank and file employee. This change structure builds on that high level of engagement and performance.
4. INSTITUTIONALIZED STRUCTURAL CHANGE - This change structure is when the organization chart is modified to create specific departments that handle a change aspect. For example, organizations are increasingly establishing departments that focus exclusively on Diversity and Inclusion-related change while other departments might be established to manage change impacting production or quality, or safety. In all cases, the organization is augmented by the creation of separate change-focused departments as recognized parts of the overall organization. These change silos only focus on the parts of the large scale change that impact those within their silo's boundary.

⇨ I look forward to your stories and thoughts regarding (other) large change effort structures.

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		Kerry Oldfield Consultant, Australia
	1 Are Change Effort Structures Cosmetic? This addresses the structural aspects but not the cultural aspects of Change. It is akin to doing the electric wiring of a house; but it does not turn the power on. Unfortunately these ideas above, th (...)

		Fernando Rendon, United States
	0 Change for the Real Reasons Complementing Mr. Oldfield's comments above I'd add that the organization has to have a clear "company culture" definition. Mission and Vision may help but a clear business model that continually evol (...)

		Gandhi Heryanto Management Consultant, Indonesia
	0 Change Management Plan From the 4 different structures or approaches described in this discussion forum topic, I have experience with the first one, namely SHADOW ORGANIZATION. This approach is usually carried out by the co (...)

		Jaap de Jonge Editor, Netherlands
	2 How to STRUCTURE Large Scale Change Efforts Dear Members, please note that the discussion topic is: how to structure large scale change efforts when organizing large scale efforts. While it is true that there are many other - at least equally (...)

		Ron Banerjee Financial Consultant, United States
	2 Agreed - Structuring and Organizing @Jaap de Jonge: All, I agree with Jaap. The comments which you have provided are very valuable, however, I was hoping that this discussion would focus on the "How to" aspect of large scale change and (...)

		Melchiorre Calabrese Business Consultant, Italy
	1 How to Structure Large Scale Change Efforts Congratulations to Mr. Ron Banarjee for the work he is doing, demanding and interesting! I wish to point out that the choice of the strategy to be adopted to carry out the "great organizational chang (...)

		Ron Banerjee Financial Consultant, United States
	1 Re-Callibration of the Organizational Change Structure During the Process @Melchiorre Calabrese: Thank you for your kind comments and input for the topic. Indeed, large-scale change is such a complex issue that often the entire premise of the needed change is lost in the b (...)