Building a Global Hub & Spoke Model for Enhanced Innovation and Operational Efficiency in R&D

Summary

Our team led change management and communication for a large healthcare organization's R&D transformation, establishing a global hub & spoke model to optimize resources, support innovation, and enable sustainable growth. This multi-year transformation created a resilient operating model spanning global, regional, and local levels.

The Situation

The organization's R&D division sought to advance innovation while maintaining efficiency in core operations. To achieve this, they initiated a transformation to centralize key functions into a global hub & spoke model, creating a central Regulatory Excellence Center and several regional hubs. This new operating model aimed to streamline regulatory activities, reallocate resources to high-impact projects, and align teams across global, regional, and local levels. The transformation involved personnel relocations, new role creation, and a phased approach to knowledge transfer to ensure seamless transitions and sustained business continuity.

Our Service

• Change Management & Communication: Led an adaptive, transparent communication strategy, ensuring impacted employees were informed first, with answers tailored to "what does this mean for me?" Our structured approach facilitated buy-in, minimized uncertainty, and fostered a smooth transition.
• Leadership Development & Coaching: Provided coaching and support to leaders, equipping them with a leadership engagement toolbox to navigate complex conversations, foster engagement, and build trust as transformations progressed.
• Project Management: Executed the entire change process through a structured, three-step approach (Initiate, Inform, Implement), ensuring timely rollout of each transformation phase. Implemented a phased 'train-the-trainer' knowledge transfer approach, which supported knowledge continuity and business stability.

The Outcome

• Enhanced Transparency and Employee Engagement: Built a communication framework that prioritized clarity, encouraging two-way conversations and addressing employee concerns with empathy.
• Empowered Leadership: Equipped leaders to handle "crucial conversations" with transparency and empathy, fostering trust within teams.
• Robust Knowledge Transfer Process: Established a phased approach with work shadowing, side-by-side learning, and stabilization periods, ensuring effective knowledge transfer and reducing disruptions.
• New Growth and Development Opportunities: Created pathways for employee development within the new organizational model, empowering teams to see the benefits and growth potential in the change.
• Lasting Impact: Established a sustainable foundation for continued R&D growth, supporting innovation and operational efficiency across multiple levels.