The strategy focuses on restructuring the media and PR team to improve efficiency and effectiveness. Initially, it involves assessing the current team structure by conducting a skills assessment, evaluating communication workflows, and identifying role gaps. Feedback from team members and analysis of past successful campaigns are crucial to determine strengths and areas needing improvement. For example, identifying a lack of digital media expertise might lead to creating a new role for a digital media specialist.
The next step is developing a new team structure by defining roles and responsibilities tailored to individual strengths. This involves designing an organizational chart and incorporating feedback from the assessment. The strategy emphasizes flexible roles to adapt to changing media landscapes, such as cross-training for versatile team skills.
Finally, implementing the new structure involves communicating changes, setting expectations, and providing training support. Regular check-ins and feedback collection ensure adjustments can be made as needed. Tracking performance metrics will monitor success, and team-building activities promote cohesion. Milestones and successes keep morale high, with a review planned after six months to evaluate the restructuring's impact.
The strategies
⛳️ Strategy 1: Assess current team structure
- Conduct a skills and role assessment of current team members
- Evaluate the efficiency of existing communication workflows
- Identify gaps in current team roles and responsibilities
- Survey team members for feedback on current structure and processes
- Analyse performance metrics to identify areas of improvement
- Review past successful campaigns to identify key contributors
- Compare team structure with industry benchmarks and standards
- Consult with stakeholders to determine their expectations and requirements
- Conduct SWOT analysis to understand strengths and weaknesses
- Establish clear objectives for the restructuring process
⛳️ Strategy 2: Develop a new team structure
- Define new roles and responsibilities based on the assessment
- Design an organisational chart for the restructured team
- Incorporate feedback from the assessment in the new structure
- Allocate roles based on individual strengths and skills
- Ensure a balanced distribution of workload across the team
- Introduce new roles if gaps were identified (e.g., digital media specialist)
- Incorporate flexible roles to adapt to changing media landscapes
- Plan for cross-training to improve team versatility
- Set up a leadership hierarchy for accountability and leadership development
- Develop new performance metrics aligned with the new structure
⛳️ Strategy 3: Implement the new structure and monitor effectiveness
- Communicate the new structure to the team and stakeholders
- Set clear expectations and responsibilities for each role
- Provide training and resources to support role transitions
- Establish regular check-ins to monitor team dynamics and resolve issues
- Collect feedback from team members on the new structure
- Adjust roles and responsibilities if necessary based on feedback
- Track performance metrics to measure success and make adjustments
- Organise team-building activities to foster cohesion in the new structure
- Celebrate milestones and improvements to maintain morale
- Conduct a review after six months to assess the success of the restructuring
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
