You have recently been hired as a new manager hired into a failing division in a company. The product line is outdated and losing market share, inter-departmental communication is adversarial, and competition for corporate funding is fierce. How are you, a new individual, going to turn things around? As your first job as the new manager at the outdated, adversarial company, write a plan for changing its organizational structure, incorporating the following elements:

Please understand that no one here will do your work for you. However, we will be happy to read over whatever you come up with and make suggestions and/or corrections.

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As the new manager, your primary goal is to turn around the failing division and make it more successful. To do so, you will need to implement a robust plan that addresses various elements of the organization. Here's a step-by-step guide on how to approach each of the following elements:

1. Identifying the Root Issues:
- Conduct a thorough analysis of the division's performance, market trends, and customer feedback to understand the underlying issues causing the decline.
- Engage in open discussions with employees, team leaders, and stakeholders to gather different perspectives and gain insights into the existing challenges.
- Take stock of the division's strengths, weaknesses, opportunities, and threats (SWOT analysis) to identify potential areas for improvement.

2. Revamping the Product Line:
- Review the current product portfolio and assess its relevance and competitiveness in the market.
- Conduct market research to identify emerging trends and understand customer needs and preferences.
- Develop a roadmap for updating and innovating the product line, including phased improvements and new product development initiatives.

3. Fostering Cross-Departmental Collaboration:
- Recognize the adversarial nature of inter-departmental communication as a barrier to success.
- Promote a culture of collaboration by facilitating open dialogue, active listening, and teamwork among employees.
- Implement cross-functional projects and initiatives that require inter-departmental cooperation to build relationships and break down silos.

4. Establishing Clear Communication Channels:
- Implement regular communication channels such as team meetings, departmental updates, and town halls to keep employees informed and engaged.
- Encourage transparent and honest communication to address concerns, share progress, and celebrate successes.
- Leverage technology solutions (e.g., project management tools, collaboration platforms) to facilitate efficient communication and document sharing.

5. Prioritizing and Allocating Resources:
- Evaluate the division's resource allocation practices, ensuring they align with strategic goals and priorities.
- Develop a clear framework for evaluating and prioritizing projects and initiatives based on their potential impact and return on investment.
- Advocate for additional corporate funding by presenting well-researched business cases that highlight the division's growth potential and competitive advantage.

6. Restructuring the Organizational Chart:
- Assess the current organizational structure for inefficiencies, bottlenecks, and overlaps.
- Redesign the structure to promote agility, collaboration, and accountability, considering alternative approaches such as matrix or cross-functional teams.
- Clearly define roles, responsibilities, and reporting lines to streamline decision-making processes and improve efficiency.

7. Empowering and Developing Employees:
- Invest in employee development programs, training, and mentoring initiatives to enhance skills and competencies aligned with the division's strategic direction.
- Foster a culture of empowerment by delegating authority, encouraging innovation, and recognizing individual and team contributions.
- Establish performance metrics and regular feedback mechanisms to monitor progress and provide constructive guidance.

8. Monitoring and Evaluating Progress:
- Establish key performance indicators (KPIs) and metrics to measure progress toward organizational goals.
- Implement regular performance reviews to track individual and team performance, providing feedback and identifying areas for improvement.
- Regularly review the effectiveness of implemented strategies and make necessary adjustments based on data and insights.

Remember, turning around a failing division requires patience, perseverance, and flexibility. It is essential to involve and inspire employees throughout the process, as their engagement and commitment are paramount to the division's success.