The document outlines a framework for helping organizations recover and transition to a "next normal" in the aftermath of the COVID-19 disruption. It describes five stages of recovery: Readiness, Recovery, Rebound, Rebuild, and Re-Imagine. Key tasks are assigned to leadership teams at each stage to stabilize operations, adjust business strategies and models, and plan for long-term innovation and change. The handbook provides methods and advisory services to help organizations design and execute strategies to effectively transition through the five stages of recovery from the impacts of the pandemic.

1. WORKPLACE REBOUND HANDBOOK
A Change Management Approach for
Organizational Effectiveness in a Recovery from
the COVID-19 Disruption
Property of Digitalruption Inc. – All Rights Reserved 2020

2. 2
Point of View
 Facing economic and operational uncertainty every day with the
only consistency being the next challenge to the ability to make
effective choices for recovery.
 Reached a time where it is critical to understand compliance, to
adjust expectations, and to renew focus in order to ready for
reopening and to prepare a new operating model for the next
normal.
 Committing to rapid and unparalleled change and making critical
choices about next steps, often in the absence of complete and
fully reliable information.
 Grappling with creating strategy for a future state of
organizational effectiveness while struggling with plans for
recovery in the midst of the pandemic.
The effects of COVID-19 are far reaching and are causing unimagined havoc and unprecedented change.
Which of the following are indicative of the impact facing your organization?
✓
✓
✓
✓

3. 3
Readiness Recovery Rebound Rebuild Re-Image
People & Safety
Organizational
Preparedness
Stakeholder
Management
C19 Strategy/Vision
People & Workplace
Coordination
Short to Near Term
Stabilization
Workforce Utilization
Strategy & Plan
Design of “Next Normal”
Operating Model
Product & Service
Adjustments
Workplace Experience
Innovation & Change
Value Stream Redesign
Formalization of
Operating Model
New Customer
Engagement Strategy
New Value Proposition
New Talent Model
New Metrics & Uses of
Data
REBOUND FRAMEWORK & JOURNEY MAP
FIVE R
STAGES
FOCUS
AREAS
KEY TASKS
REBOUND
TIMELINE
1-2 Months 3-4 Months 4-5 Months 6-9 Months•Dailytriage/criticalissueoversight
&communications
•Workplacehealth,safety&security
management
•Organizationcurrentstatedefined
•Remoteenvironment&digital
experiencemanagement
•Stakeholdermanagementprogram
•Strategy/visionplanning
•Workplacere-opening&remote
collaborationtransitioning
•Modernizationoftalentmgmt.
•Businessvaluestreamanalysis&
mapping
•Work“demand”planning
•Initiativestopromoteinnovation
•Initiationofnewoperatingmodel,
creatingamindsetofchange
•Long-termplanning&newvalue
metrics.
•Businessagility&flexibilityplanning
•Adjustmentstoproduct&service
management
•Strategy/visionplanning
•Workplacere-opening&remote
collaborationmanagement
•Introductionofvaluestream
mgmt..
•Businessvaluestreamanalysis&
mapping
•Work“demand”planning
Executive Leadership 0 0 0 0 0 0 0 0 0 0 0 0
Sr. Management 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
HR/Talent 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Acctg. & Finance 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Mktg. & Sales 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
IT & Operations 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
KEY TEAMS
To Be
Determined

4. Tenants of the Workplace Rebound Framework
• The “Focus Areas” and “Key Tasks” will have some variances based on the
business vertical, organization current state, and level of impact from the
virus (on the work, workers and workplace).
• The “Key Tasks” and assignment of “Key Teams” are open to adjustment
based on the organizational culture and nature of the business.
• Timelines for each stage are from the actual date of “Readiness” and are
contingent on time commitments of key teams to the key tasks and
influences of variances noted in the previous bullet.
• Timelines are somewhat speculative given the variability of Covid-19
impact on any one organization and more importantly on the unknowns
about the evolving virus behavior and the behavior of people in the
workplace.
• The handbook offers details around the expectations for organizational
effectiveness in creating its “Five Rs” journey.
• Inherent in the approach is the inclusion of advisory services and the
ability to introduce methods, procedures, tools, and technology to
enhance designing and developing the strategy and plans, a well as
execution of the plans and a new operating model.
4

5. Outline of the Workplace Rebound Handbook
• Working Toward the Next Normal – 10 Focus Areas
• Description of the Five Stages in the Recovery Process
• Key Tasks by Stage for Leadership Teams
– Readiness (for Organizational Recovery)
– Recovery (of Business Confidence)
– Rebound (of Business Activity)
– Rebuild (of Value & Profitability)
– Re-Imagine (Core Business Capability)
• Overview of Methods, Techniques, Tools, & Technology
• Advisory Services & Consultancy for a Rebound
5

6. Rick Wilson
rick.wilson@digitalruption.com
+1 347 220 1162 (office) | +1 561 400 6764 (mobile)
Twitter: @digitalruption
Organizational Change & Workplace Strategy & Planning
https://www.linkedin.com/in/digitalruption
67/16/2020 Property of Digitalruption Inc. – All Rights Reserved 2020