Learn to design organizational structures that fit strategy and lead the resulting change: assess options, define roles and spans of control, and manage people through transition.
Organizational Design and Change Management covers how to shape an organization's structure, roles and processes so they support its strategy, and how to lead people through the change that redesign brings. Participants examine structural options such as functional, divisional and matrix models, design principles including spans of control and layers, and frameworks such as Galbraith's Star Model that link structure with processes, people and rewards. The second half of the course focuses on planning and leading change.
Participants apply design criteria to a case organization, compare structural options, and build a change plan using established models such as Lewin's three stages, Kotter's eight steps and ADKAR. Exercises cover stakeholder analysis, impact assessment, communication planning and handling resistance. The course can be delivered as an in-house program, supporting teams preparing for a restructure, merger or operating model change.
By the end of this course, participants will be able to:
Explain how organizational design supports strategy and performance
Compare functional, divisional, matrix and network structures and their trade-offs
Apply design principles such as spans of control, layers and decision rights
Use the Star Model to align structure, processes, people and rewards
Plan change using Lewin, Kotter and ADKAR models
Engage stakeholders and manage resistance during organizational transitions
This course is for leaders and specialists involved in restructuring, transformation or the design and implementation of organizational change.
Senior managers leading restructures or transformations
HR business partners and organizational development specialists
Strategy, transformation and PMO staff
Change managers and change champions
Department heads redesigning their units
Linking strategy, capabilities and structure
Signs that an organization needs redesign
Galbraith's Star Model: strategy, structure, processes, rewards, people
Design criteria and principles
Functional, divisional, matrix and network structures
Spans of control and number of layers
Centralisation, decentralisation and shared services
Role design, decision rights and governance
Types of change: incremental, transitional, transformational
Lewin's unfreeze, change, refreeze model
Kotter's eight-step process for leading change
Individual responses to change and the change curve
Change impact assessment and readiness
The ADKAR model for individual change
Stakeholder mapping and engagement planning
Change communication and sponsorship roles
Causes of resistance and constructive responses
Supporting managers and staff through transition
Embedding new structures and ways of working
Measuring change outcomes and lessons learned
Many organizations in Qatar are restructuring, merging functions, digitising services or redesigning operating models as they respond to national development priorities and changing markets. Government entities, state-owned enterprises and private companies all need structures that support their strategies and leaders who can manage the human side of change carefully. Sound organizational design and change management help institutions become more efficient and effective, supporting the modern, well-governed public and private sectors envisaged in Qatar National Vision 2030.
Join a scheduled class at our training center in Doha or attend live online. For organizations, the course can run as an in-house program at your premises or online, tailored to your sector, case studies and timetable.
It is a course on designing organizational structures, roles and processes that fit strategy, and on leading the resulting change. It covers structural options, design principles, the Star Model, and change models such as Lewin, Kotter and ADKAR.
It suits senior managers leading restructures, HR business partners, organizational development specialists, strategy and transformation staff, change managers and department heads who are redesigning their own units.
Yes. The course gives a structured approach to evaluating design options and planning the people side of a restructure. Participants can apply the tools to their own situation, using non-confidential information, and leave with a clearer plan for the change.
Yes. It can be delivered at your premises or online and tailored to your sector, your current organizational challenges, internal examples and your schedule. Contact Leaders Training Center to plan an in-house program for your leadership or HR team.
Tell us a little about yourself and an advisor will contact you about batch timings, fees and eligibility. No obligation.
Sat–Thu: 09:00–22:00Fri: 08:00–22:00
Lead yourself first: manage time and priorities, set meaningful goals, communicate assertively, build emotional intelligence and resilience, and become a more effective professional and leader.
Make a confident transition into your first management role: move from peer to manager, set expectations, delegate, hold one-to-ones and handle your first difficult conversations.
Lead the shift from reactive to proactive maintenance: build a reliability culture, use reliability KPIs, drive root cause analysis and align operations and maintenance around asset performance.
Apply practical management mechanisms that save time and improve results: lean process thinking, clear decision rights, data dashboards, effective meetings and smart use of digital tools.
