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Quest Training

Organizational Development & Restructuring Training Course

Applies the McKinsey 7S, Weisbord Six-Box and Galbraith Star models to diagnose organizational effectiveness and design structures that support strategy.

ODC · Organizational Development, Transformation & Change ManagementAll Levels#2177ClassroomEnglish , Arabic
Duration
5 Days
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Free substitution at any time · 30+ days' notice: full refund minus 10%. Cancellation policy

Sectors:Human Resources & Talent ManagementCategories:Organizational Development, Transformation & Change Management

Course Overview

The Organizational Development & Restructuring Training Course equips leaders and professionals with the frameworks and practical tools needed to diagnose organizational effectiveness and design structures that support strategy. Government entities, ministries, banks, oil and gas companies, and large corporations regularly review their structures in response to new strategies, national visions, mergers, digital transformation, cost pressures, and changing service demands. When restructuring is approached as a simple redrawing of organization charts, the result is often confusion over roles, duplicated effort, slower decisions, and loss of key talent. When it is grounded in sound organizational development principles, it becomes a powerful lever for performance. This course connects the two disciplines. Organizational development provides the diagnostic lens to understand how strategy, structure, processes, people, culture, and systems interact. Restructuring provides the design and implementation discipline to reshape the organization in a way that is logical, fair, and sustainable. Participants learn to use recognized diagnostic models such as the McKinsey 7S Framework, Weisbord's Six-Box Model, and Galbraith's Star Model, and to apply structural design principles covering spans of control, organizational layers, grouping of functions, centralization and decentralization, and decision rights. The program also addresses the realities of implementation: developing structural options and evaluating them against clear criteria, defining roles and accountabilities, assessing workforce implications, managing the people and cultural impact of restructuring, and building governance to ensure the new design delivers its intended results. Throughout the five days, participants work on a real unit or organization, leaving with a diagnostic assessment, structural design options, a role and accountability framework, and a restructuring implementation plan.

Learning Objectives

  • Analyze the purpose, scope, and core principles of organizational development and its relationship to strategy and performance on Day 1.
  • Apply organizational diagnostic models, including the McKinsey 7S Framework, Weisbord's Six-Box Model, and Galbraith's Star Model, to assess a selected unit or organization.
  • Evaluate the current structure using clear indicators such as spans of control, organizational layers, duplication, decision speed, and role clarity.
  • Develop design criteria that translate strategic priorities into structural requirements.
  • Design at least two structural options and assess them against agreed criteria, risks, and implementation effort.
  • Develop role definitions and accountability frameworks, including decision rights and RACI matrices, for the proposed structure.
  • Assess workforce implications of restructuring, including role mapping, capability gaps, and staffing requirements.
  • Align restructuring with HR policies, job evaluation, grading, and relevant legal and regulatory considerations.
  • Implement practical approaches to manage the people, cultural, and communication aspects of restructuring.
  • Design a restructuring implementation plan with phases, governance, milestones, risks, and success measures by the end of Day 5.

Who Should Attend

This course is designed for senior executives, department heads, and managers responsible for shaping or leading organizational change, as well as organizational development specialists, organizational design and structure analysts, HR directors, HR business partners, and workforce planning professionals. It is also highly relevant for strategy and transformation office staff, institutional excellence and quality teams, and management consultants working on organizational reviews. It is particularly valuable for professionals in ministries and government entities undertaking government restructuring, mergers of public bodies, service integration, and institutional development programs; in banks and financial institutions redesigning operating models, merging functions, or reorganizing around digital channels and customer segments; and in oil and gas and industrial organizations realigning structures across assets, operations, support services, and shared service centers. Job evaluation and compensation specialists, as well as internal audit and governance professionals, will also benefit from understanding how structural decisions affect roles, grades, controls, and accountability.

Learning Outcomes

  • By the end of the course, participants will be able to:
  • Explain the principles of organizational development and how they support sustainable performance improvement.
  • Conduct an organizational diagnosis using a recognized model and present clear findings and priorities.
  • Identify structural issues such as excessive layers, narrow or overly wide spans of control, overlapping mandates, and unclear decision rights.
  • Translate strategic objectives into design criteria that guide structural decisions.
  • Develop and compare alternative structural models, including functional, divisional, matrix, and process-based designs.
  • Define roles, mandates, and decision rights using practical tools such as RACI matrices.
  • Conduct role mapping and workforce analysis to identify staffing and capability implications.
  • Anticipate the people and cultural impact of restructuring and plan appropriate support and communication.
  • Build a phased implementation plan with governance, risk management, and clear success measures.
  • Present a restructuring recommendation that is well justified and suitable for executive decision making.

Course Outline

Course Outline:

Day 1

Foundations of Organizational Development

  • The purpose and principles of organizational development
  • Linking organizational design to strategy, performance, and service delivery
  • Common triggers for restructuring and the risks of poorly designed change
  • The organizational development cycle: entry, diagnosis, intervention, and evaluation
  • Practical application: participants define the scope and objectives of an organizational review in their own organization
Day 2

Organizational Diagnosis

  • The McKinsey 7S Framework
  • Weisbord's Six-Box Model and Galbraith's Star Model
  • Data gathering for diagnosis: interviews, surveys, workshops, and document review
  • Structural health indicators: spans, layers, duplication, and decision speed
  • Practical application: participants conduct a structured diagnosis of a selected unit and summarize key findings
Day 3

Designing the Organizational Structure

  • Translating strategy into design criteria
  • Structural models: functional, divisional, matrix, process-based, and shared services
  • Spans of control, layers, centralization, and decentralization
  • Developing and evaluating structural options against criteria
  • Practical application: participants develop and assess two structural options for their organization
Day 4

Roles, Accountabilities, and Workforce Implications

  • Defining mandates, roles, and decision rights
  • RACI matrices and accountability frameworks
  • Role mapping, workforce analysis, and capability gaps
  • HR policy, job evaluation, grading, and legal considerations in restructuring
  • Practical application: participants build a RACI matrix and role map for their proposed structure
Day 5

Implementing and Sustaining Restructuring

  • Phasing, governance, and project management for restructuring
  • Managing the people side: communication, engagement, and retention of key talent
  • Aligning culture, processes, and systems with the new structure
  • Measuring success and conducting post-implementation reviews
  • Final workshop: participants finalize a restructuring implementation plan and present their recommendation

Upcoming Dates

Selected date

Geneva · 25 – 29 Jan 2027 · Classroom

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CityDatesPrice per ParticipantEarly Bird
Kuala LumpurScheduled
9 – 13 Nov 2026€4,400—
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AmmanScheduled
15 – 19 Nov 2026€3,100—
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SalalahScheduled
23 – 27 Nov 2026€5,300€4,770until 2 Nov
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ManamaScheduled
30 Nov – 4 Dec 2026€4,700€4,230until 9 Nov
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DohaScheduled
7 – 11 Dec 2026€4,400€3,960until 16 Nov
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DubaiScheduled
13 – 17 Dec 2026€4,400€3,960until 23 Nov
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OnlineScheduled
20 – 24 Dec 2026€1,700€1,530until 30 Nov
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MuscatScheduled
28 Dec 2026 – 1 Jan 2027€5,300€4,770until 7 Dec
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ParisScheduled
11 – 15 Jan 2027€5,700€5,130until 21 Dec
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IstanbulScheduled
18 – 22 Jan 2027€4,700€4,230until 28 Dec
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GenevaScheduled
25 – 29 Jan 2027€6,300€5,670until 4 Jan
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MilanScheduled
1 – 5 Feb 2027€6,000€5,400until 11 Jan
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MadridScheduled
8 – 12 Feb 2027€5,400€4,860until 18 Jan
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AmsterdamScheduled
15 – 19 Feb 2027€5,400€4,860until 25 Jan
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RomeScheduled
22 – 26 Feb 2027€5,800€5,220until 1 Feb
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BerlinScheduled
1 – 5 Mar 2027€5,800€5,220until 8 Feb
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BarcelonaScheduled
15 – 19 Mar 2027€5,400€4,860until 22 Feb
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BangkokScheduled
22 – 26 Mar 2027€6,100€5,490until 1 Mar
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LondonScheduled
29 Mar – 2 Apr 2027€5,600€5,040until 8 Mar
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Available in: Istanbul · Dubai · London · Doha · Amsterdam

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