Org Design & Change 2024 -Organization Design, Change & Transformation 2024 Hybrid Conference
30th -31st October 2024, Sydney Central Hotel by The Ascott Limited, Australia
About the event:

“Creating and applying strategies, frameworks, and cultures to foster transformative change within their organizations”

Conference topics includes:
  • Thinking Like a Futurist: An Essential Org Design Mindset
  • How does org design fit into other business processes?
  • Measuring ROI – proving the value of methodologies of a change initiative
  • A 360-degree approach to behavioral change
  • Assessing methods and principles to the research, design, and development of digital services
  • Using human-centric design to develop a strategy?
  • The Role of Culture in Becoming an Agile Organisation
  • How to keep your business on track with micro-level organizational design
  • Benefits and challenges discussed: Organisational Design in Practice
  • Change management challenges
  • OD architecture that facilitates an organisational pivot
  • Craft a compelling vision and direction for your organisation that inspires your team
  • Have we got our EVP right?
  • Why are organizations adopting a skills-based approach?
  • Org Design Meets Artificial Intelligence and Automation
  • Facilitating the continuous renewal of strategies, procedures, and motivations.
Sponsorship & Speaking Opportunities:

Organization Design 2024 Forum offers sponsors an excellent opportunity to demonstrate thought-leadership and leverage networking opportunities to build brand-value amongst your target audience. If you would like to know more about sponsorship, exhibition and business development opportunities please just get in touch with us – sponsorship@ibrc.com.au

Early Invited Key Opinion Leaders Includes:
Conference Sessions And Speakers Will Be Announced Soon.
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Org Design & Change 2024 Schedule
Learn schedule, program and topics of the Org Design & Change 2024 – Organization Design, Change & Transformation 2024 Hybrid Conference

Our strategy is don't go further than three years, which means that we're constantly very tactical and we're constantly chasing the tail of adapting to change. We're constantly in a survival mode, so we must focus on stabilizing that. This session will address:

• The whole employee life cycle from recruitment to onboarding to leadership development, to promotion and succession planning
• Leadership support and training, given 60% of our workforce is under 25 years old
• It’s in the messaging - Revamping our whole internal communication channel to align with organisation development and change. It starts with the messaging

Head of Culture and Capability, YMCA Victoria

• How we have used our design behaviour research to influence organisational design human factors.
• Understand what are the roles?
And how should technology be provisioned to different roles based on that role persona, if you like?
• Redesigning a tool for us to get staff to report frontline staff to report when they've encountered customer abuse

Design Leadership, Organizational Psychologist, Optus


Everybody rocks up to work and looks up to the To Do List and get the job done. Then how do you align yourself to the long-term strategy? And what if your organisation is not mature enough to align your strategy and your daily meetings? How do you, as an individual connect? This session will address:

• Using human-centric design to develop an organisational strategy involving placing the needs, experiences, and motivations of people at the core of the strategic planning process.
• Conducting thorough research to understand the experiences, needs, and pain points of employees, customers, and other stakeholders
• Working on co-creation and iteration in brainstorming and developing strategic initiatives
• Encouraging collaboration and feedback and develop prototypes of strategic initiatives and test them on a small scale to gather feedback and assess their impact

Discover why micro-level organizational design is where the real design work begins.
Micro-level design is the real heart of the organizational design process. It involves defining all the elements of design across the organizational system so that the macro-operating model can be implemented.

• How to carry out micro-design effectively, so your organization continuously optimizes business performance
• Thinking about how decisions are and should be made
• Thinking about how all organisational elements align together


In becoming an agile organization, culture plays a crucial role by fostering an environment that supports flexibility, collaboration, and continuous improvement. An agile culture emphasizes the importance of trust, empowerment, and a shared vision, enabling teams to adapt quickly to changing circumstances and customer needs. This cultural shift requires a mindset change across all levels of the organization, encouraging experimentation, learning from failures, and valuing diverse perspectives. By embedding these values, an organization can enhance its responsiveness, innovation, and overall effectiveness in a rapidly evolving market.

• Trust and Empowerment: Agile culture builds on trust and empowers employees to make decisions, encouraging autonomy and accountability.
• Collaboration and Communication: Promotes open communication and cross-functional teamwork, breaking down silos and fostering collaboration
• Continuous Improvement: Emphasizes learning from failures, iterative progress, and embracing change to drive innovation and adapt to new challenges.

Thinking like a futurist is essential for organizational design as it equips leaders with the foresight to anticipate and navigate future trends, challenges, and opportunities. This mindset involves proactive thinking, scenario planning, and a holistic view of potential future developments. By adopting a futurist perspective, organizations can remain resilient, innovative, and adaptable, effectively preparing for and shaping their future rather than merely reacting to it. This approach ensures that strategic planning is dynamic, inclusive, and forward-thinking, aligning the organization’s vision with long-term success and sustainability.

• Proactive Thinking: Emphasizes anticipating future trends and disruptions rather than reacting to them, enabling strategic preparedness
• Scenario Planning: Encourages creating and analyzing multiple future scenarios to better navigate uncertainties and make informed decisions
• Holistic View: Promotes considering a wide range of factors, including technological, economic, and social trends, to ensure comprehensive and resilient organizational strategies.


Organisational Design in practice offers a structured approach to aligning an organisation's structure with its strategic objectives, enhancing efficiency, and fostering a positive workplace culture. However, implementing effective organizational design can be challenging due to resistance to change, the complexity of aligning diverse departments, and maintaining flexibility in a dynamic business environment.

Benefits to be discussed:

• Enhanced efficiency
• Strategic alignment
• Improved employee morale

Challenges to be discussed:

• Resistance to change
• Complexity in departmental and function integration
• Maintaining organisational flexibility

Pick two of the topics below and join these tables to discuss. Each topic will be allocated 20 minutes discussion.

• Change management challenges!
• Stakeholder management
• Leadership development
• Working with ambiguity
• Crisis management

Chair’s closing remarks and close of day one

• Examples of how you can design organisational design principles to be so super simple to enable the business strategy to take centre stage
• Develop plans aligned with strategic objectives, providing a roadmap to success
• Creating organisational design frameworks that support you to be nimble and future focused

Future Workforce Design, IAG

Organisational design (OD) architecture that facilitates an organizational pivot is crucial for enabling a company to adapt quickly and effectively to changing market conditions or strategic shifts. This architecture involves creating flexible structures, processes, and cultures that support rapid reconfiguration and innovation. By fostering agility and resilience, an adaptive OD architecture allows organisations to pivot smoothly in response to new opportunities or threats, ensuring sustained competitiveness and growth. This approach aligns resources, capabilities, and goals with the evolving business environment, making change a seamless and integral part of the organizational fabric.

This session will address:

• Implementing adaptable organizational structures that can be quickly reconfigured to meet new strategic priorities
• Developing processes that support rapid decision-making, continuous learning, and iterative improvement
• Cultivating a culture that embraces change, encourages innovation, and empowers employees to contribute to the pivot effectively


Traditionally design is very difficult to measure the success of because it's designed in the digital sense. So how can you tease apart the value of that research project that went into the design. This session will address:

• Defining value and ROI for you and your organisation
• Calculating the ROI by comparing the financial gains from the organisational changes to the costs incurred in implementing these changes
• Measure improvements in productivity and operational efficiency such as metrics like reduced cycle times, increased output per employee, and lower error rates, which translate into cost savings and higher output
• Assess changes in employee engagement, retention rates, and customer satisfaction scores. These metrics can be linked to financial outcomes by correlating higher satisfaction levels with increased sales, reduced turnover costs, and improved service quality

Crafting a compelling vision and direction for your organisation involves articulating a clear, inspiring, and achievable future state that aligns with core values and strategic objectives, motivating your team to work towards common goals. This vision should be communicated consistently and passionately, fostering a sense of purpose and unity within the team.

Key Strategies:

• Articulate the vision in simple, memorable language that everyone can understand and relate to
• Ensure the vision reflects the organisation's core values and strategic goals, providing a sense of purpose and direction
• Involve team members in the vision-crafting process to foster ownership and commitment, and regularly reinforce the vision through various channels and actions


• Are we attracting the right candidates?
• The importance of the onboarding journey
• Is that onboarding process, how efficiently it's done?
• Clarity of roles, responsibilities and cross-departmental/function collaboration

There are several benefits to becoming a skills-based organisation. First, this approach provides access to a larger talent pool as you define work in terms of specific skill requirements instead of a larger job requirement. This session will address:

• Matching talent more closely with organisational needs, allowing more flexibility in accessing and deploying talent pools
• Increasing visibility on talent capacity, enabling organisational understanding available skills and the potential gaps they need to be addressed to achieve organisational objectives
• Discussing how skills-based approaches can add immense value to organisations


The integration of AI and automation into organiSational design revolutionizes how businesses operate by enhancing efficiency, decision-making, and innovation. This transformation involves restructuring workflows, roles, and processes to leverage AI and automation technologies effectively. By embedding these technologies, organisations can streamline repetitive tasks, improve data-driven insights, and create more adaptive and responsive business models. This session will assess:

• How to improve efficiency and optimization with AI and use automation to streamline routine tasks, reducing errors and operational costs
• Leveraging data-driven insights from AI to make more informed and strategic decisions, adapting swiftly to market changes
• Empowering Employees by allowing them to focus on higher-value activities like innovation, problem-solving, and strategic planning

• Leveraging tech tools and utilising big data analytics and enable precise, informed strategic decisions that can swiftly adapt to trends and shifts internally and externally
• Implementing automation technologies to streamline repetitive tasks and optimise workflows
• Deploying collaboration tools to improve coordination, foster innovation through collaborative efforts, and maintain motivation and alignment within dispersed or hybrid teams.

Chair’s closing remarks and the end of day two

Registation Packages
Prices and offers for the 'Org Design & Change 2024 – Organization Design, Change & Transformation 2024 Hybrid Conference'
Register by 30th June
$2495 + GST
Register by 30th August
$2695 + GST
Register after 30th August
$2895 + GST

Register & pay for 3 delegates with normal rate & get unlimited registrations* (*Can attend in-person or virtually)

Register by 30th June
$1795 + GST
Register by 30th August
$1895 + GST
Register After 30th August
$1995 + GST

Register & pay for 3 delegates with normal rate & get unlimited registrations* (*Can only attend virtually)

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