Skip to main content
Image coming soon

Strategic Operating-Model Redesign for Established Enterprises

$199.00
Adding to cart… The item has been added

A tailored course, built for your situation

Strategic Operating-Model Redesign for Established Enterprises

A 12-module implementation-grade course for business and technology leaders driving transformation

$199 one-time
24-hour access provisioning 30-day money-back guarantee Hand-built implementation playbook
12 modules. 12 chapters per module. 144 chapters total.
12 modules, each with 12 chapters (144 chapters total), text-based, plus downloadable templates and a hand-built implementation playbook delivered alongside course access.
Even well-resourced transformations stall when the operating model doesn’t evolve with the strategy.

The situation this course is for

Leaders launch ambitious strategies, but execution falters because legacy structures, processes, roles, systems, governance, remain unchanged. Misalignment between strategic intent and operational reality leads to stalled initiatives, wasted investment, and eroded stakeholder trust. The gap isn't vision, it's the model that should carry it forward.

Who this is for

Business transformation leads, senior IT strategists, operating officers, and technology executives in mid-to-large organizations guiding strategic change.

Who this is not for

This is not for consultants seeking slide decks, entry-level analysts, or teams focused only on digital tooling without structural change.

What you walk away with

  • Diagnose misalignments between current operating models and strategic goals
  • Design modular, scalable operating models that support new value streams
  • Align governance, capabilities, and talent models with transformation objectives
  • Sequence changes to minimize disruption and maximize adoption
  • Build stakeholder consensus using structured communication and visualization tools

The 12 modules (with all 144 chapters)

Module 1. Foundations of Operating-Model Evolution
Establish core definitions, historical context, and the drivers reshaping enterprise operating models today.
12 chapters in this module
  1. Defining the operating model in modern enterprises
  2. The shift from function-first to capability-first design
  3. Strategic misalignment: when structure undermines vision
  4. Case study: Global insurer’s operating-model reset
  5. Key components: people, process, technology, governance
  6. Common failure patterns in legacy transformations
  7. The role of leadership in model evolution
  8. Operating-model maturity assessment
  9. Benchmarking against industry peers
  10. Creating a transformation readiness profile
  11. Communicating the need for model change
  12. Setting success criteria and KPIs
Module 2. Strategic Diagnosis and Gap Analysis
Learn how to assess current-state operating models and identify misalignments with strategic goals.
12 chapters in this module
  1. Mapping strategic intent to operational requirements
  2. Conducting stakeholder interviews for insight
  3. Value stream analysis for operating-model clarity
  4. Identifying decision bottlenecks and delays
  5. Process-to-strategy alignment scoring
  6. Technology footprint assessment
  7. Workforce capability gap identification
  8. Governance effectiveness evaluation
  9. Using heat maps to visualize misalignment
  10. Prioritizing gaps by impact and feasibility
  11. Creating a diagnostic report for leadership
  12. Validating findings with cross-functional leads
Module 3. Capability-Based Design Principles
Shift from siloed functions to integrated capabilities as the foundation of the new operating model.
12 chapters in this module
  1. What defines a strategic capability
  2. Designing end-to-end value delivery chains
  3. Capability mapping techniques
  4. Modular vs. monolithic capability design
  5. Ownership models for cross-functional capabilities
  6. Scaling capabilities across regions and units
  7. Linking capabilities to performance metrics
  8. Integrating digital and human elements
  9. Case study: Retail bank capability transformation
  10. Avoiding capability sprawl
  11. Capability lifecycle management
  12. Maintaining agility in capability design
Module 4. Organizational Structure and Decision Rights
Redesign reporting lines, governance forums, and decision authority to support strategic agility.
12 chapters in this module
  1. Centralized vs. decentralized operating models
  2. Designing for speed and accountability
  3. Decision-rights frameworks and RACI evolution
  4. Creating dynamic governance forums
  5. Balancing standardization and autonomy
  6. Operating model implications of hybrid work
  7. Span of control and reporting complexity
  8. Designing for enterprise-wide coherence
  9. Case study: Pharma company governance shift
  10. Managing power dynamics during redesign
  11. Communicating structural changes effectively
  12. Measuring decision effectiveness over time
Module 5. Technology and Data Architecture Alignment
Ensure technology investments and data flows support the redesigned operating model.
12 chapters in this module
  1. Aligning IT architecture with business capabilities
  2. Data ownership and stewardship models
  3. Integration patterns for legacy and new systems
  4. API strategy as an operating-model enabler
  5. Cloud operating models and vendor governance
  6. Data governance in decentralized environments
  7. Technology debt and operating-model constraints
  8. Case study: Manufacturing firm’s platform shift
  9. Designing for interoperability and scale
  10. Operating model implications of AI adoption
  11. Managing technical governance forums
  12. Roadmapping tech evolution alongside model change
Module 6. Workforce and Talent Model Transformation
Redesign roles, skills, and career paths to align with new ways of working.
12 chapters in this module
  1. Future-of-work trends shaping operating models
  2. Redesigning roles for cross-functional impact
  3. Skills forecasting and gap analysis
  4. Career pathing in capability-based organizations
  5. Hybrid talent models: full-time, contingent, partners
  6. Performance management in agile environments
  7. Compensation alignment with new structures
  8. Change readiness and learning culture
  9. Case study: Financial services talent reset
  10. Upskilling at scale
  11. Measuring workforce adaptability
  12. Talent analytics for operating-model health
Module 7. Process Standardization and Flexibility
Balance consistency and innovation across processes in the new operating model.
12 chapters in this module
  1. Core vs. context process identification
  2. Standard operating procedures in dynamic environments
  3. Process modularity and reuse
  4. Automation readiness assessment
  5. Case study: Healthcare provider process redesign
  6. Managing exceptions and edge cases
  7. Feedback loops for continuous improvement
  8. Process ownership models
  9. Scaling best practices across units
  10. Documenting processes for clarity and compliance
  11. Version control for evolving processes
  12. Measuring process effectiveness and adoption
Module 8. Performance Management and KPI Frameworks
Design metrics and reporting systems that reflect the new operating model’s priorities.
12 chapters in this module
  1. From siloed metrics to enterprise outcomes
  2. Designing balanced scorecards for new structures
  3. Leading vs. lagging indicators in transformation
  4. KPI ownership and accountability
  5. Real-time dashboards and decision support
  6. Case study: Telecom operator’s metric overhaul
  7. Avoiding metric overload
  8. Aligning incentives with strategic goals
  9. Reporting rhythms for governance forums
  10. Using data storytelling for leadership buy-in
  11. Iterating KPIs as the model evolves
  12. Auditing metric validity and relevance
Module 9. Change Sequencing and Transition Planning
Develop a phased, low-friction path from current to future state.
12 chapters in this module
  1. Phasing change to manage risk and momentum
  2. Identifying quick wins and foundational enablers
  3. Dependency mapping for rollout planning
  4. Pilot design and scaling strategy
  5. Case study: Energy company’s phased model shift
  6. Managing parallel operating models
  7. Transition teams and governance
  8. Communication planning across phases
  9. Resource allocation for change activities
  10. Monitoring transition health
  11. Adjusting pace based on feedback
  12. Celebrating milestones and building momentum
Module 10. Stakeholder Engagement and Communication
Secure buy-in and maintain alignment across executives, teams, and partners.
12 chapters in this module
  1. Stakeholder mapping and influence analysis
  2. Tailoring messages for different audiences
  3. Visual storytelling for operating-model change
  4. Executive briefing techniques
  5. Facilitating alignment workshops
  6. Managing resistance with empathy and data
  7. Case study: Public sector stakeholder reset
  8. Building internal advocacy networks
  9. Feedback mechanisms for continuous input
  10. Crisis communication during transitions
  11. Sustaining engagement over long cycles
  12. Measuring communication effectiveness
Module 11. Governance and Operating Rhythm Design
Establish forums, cadences, and decision pathways that sustain the new model.
12 chapters in this module
  1. Designing governance forums for speed and oversight
  2. Meeting cadences that prevent overload
  3. Decision escalation protocols
  4. Case study: Tech company’s governance overhaul
  5. Integrating financial and operational reviews
  6. Risk and compliance integration
  7. Performance review integration
  8. Leadership rhythm alignment
  9. Forum effectiveness assessment
  10. Rotating membership and inclusion
  11. Documenting decisions and actions
  12. Evolving governance as the model matures
Module 12. Sustaining and Evolving the Operating Model
Build mechanisms to keep the operating model adaptive and aligned over time.
12 chapters in this module
  1. Creating a living operating model
  2. Feedback loops from frontline teams
  3. Regular operating-model health checks
  4. Case study: Consumer goods company refresh cycle
  5. Adapting to market and regulatory shifts
  6. Innovation pipelines for model improvement
  7. Leadership development for model stewards
  8. Succession planning for key roles
  9. Knowledge transfer and documentation
  10. Benchmarking against emerging practices
  11. Planning for the next evolution
  12. Closing the transformation loop

How this maps to your situation

  • Enterprise transformation stalled by structural inertia
  • New strategy launched without operational alignment
  • Post-merger integration requiring model harmonization
  • Digital transformation failing due to legacy operating constraints

Before vs. after

Before
Leaders invest in bold strategies, but execution lags because the underlying operating model remains unchanged, leading to misaligned teams, duplicated efforts, and stalled initiatives.
After
Organizations operate with clarity, agility, and alignment, where structure, process, talent, and technology work in concert to deliver on strategic commitments.

What's included with your purchase

  • 12 modules with 12 chapters each (144 chapters)
  • Downloadable templates and worked examples for every module
  • Hand-built implementation playbook delivered alongside course access
  • 30-day money-back guarantee

Delivery and format

  • Course and learning environment access provisioned within 24 hours of purchase
  • Hand-built implementation playbook delivered alongside course access

Format: Text-based modules and chapters in the Art of Service learning environment, plus downloadable templates and worked examples for every chapter, plus the hand-built implementation playbook delivered alongside course access.

Time investment: Approximately 60, 70 hours of focused learning, designed to be completed at your pace over 8, 12 weeks.

If nothing changes
Without deliberate operating-model redesign, even well-funded transformations risk delivering incremental change at best, while complexity grows and stakeholder confidence erodes.

How this compares to the alternatives

Unlike generic strategy frameworks or tool-specific training, this course provides a comprehensive, implementation-grade roadmap for rearchitecting how established organizations operate, blending organizational design, technology alignment, and change execution.

Frequently asked

Who is this course designed for?
Senior business and technology leaders driving transformation in established organizations, those responsible for aligning structure, process, and capability with strategic goals.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Is this course technical or strategic?
It bridges both, providing strategic frameworks and implementation tools for leaders who must deliver change across people, process, and technology.
$199 one-time. Approximately 60, 70 hours of focused learning, designed to be completed at your pace over 8, 12 weeks..

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.

30-day money-back guarantee· 144 chapters· Hand-built playbook included· Account access within 24 hours
!