3. Ensure each level of leadership has a clear and valuable purpose.
Make sure that each team at each level has clear leadership and simple objectives. Build up the organisation by clustering these teams in an intelligent way with appropriate spans of control. Ensure each level of management above has a real job to do.
Then strip out all other management roles and levels – again they are probably not needed.
4. Adopt a ‘whole systems’ approach to the implementation.
Plan the changes to the new organisation, seeing it as a living, whole system. Engage staff and key partners in co-designing the changes as far as possible.
Simultaneously make changes to strategy, systems, culture and team identity in a controlled way. Carefully manage the journey through identified transformations and gateways.
Then track real cost reductions achieved against the original target using rigorous project management.