Organisational design is a step-by-step methodology which assesses the misalignment of work flow, procedures, structures and systems, and realigns them to fit current business realities/goals, and then develops plans to implement the new changes. The process focuses on improving both the operational and people side of the business. For most organisations, the design process aims to achieve a more effective organisational design, significantly improved results (profitability, customer service, internal operations), and employees who are empowered and committed to the business.
You don’t want to begin making changes until you have a good understanding of the current organisation. Using our OD Model, we facilitate a comprehensive assessment of your organisation to understand how it functions, its strengths & weaknesses and alignment to your core ideology and business strategy. The assessment determines how the organisation currently works, how the various parts are interrelated, its overall state of health, and most importantly, what needs to be done to make improvements.
What is the organisation’s current performance?
Results define the success or health of an organisation, and are therefore the starting point for understanding how well the organisation is functioning.
Strategy is a planned set of conscious decisions about how the organisation will add value to customers and distinguish itself from its competitors. It also includes performance targets and strategy for growth.
This is the flow of work through the organisation.
It is the sequence of events or steps necessary to get a product out the door or deliver a service. This also includes the technology and resources (equipment; software; space and materials) required to produce a deliverable. Core business processes are, or should be; the focal point around which all other business unit activity is organised. Understanding, streamlining and properly supporting core business processes is the central job of any organisation.
How people are organised around business processes.
It moves beyond box charts to understanding the boundaries, roles, responsibilities and reporting relationships among people (RACI approach). It is a sort of template that determines not only relationships but coordination of tasks and allocation of resources around business processes. The proper question about structure is not whether it is the right one, but whether it fits with the rest of the organisation (core processes and strategy), and helps rather than hinders performance.
Organisational Culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations.
It consists of the leadership style, employee attitudes and habits,v and management practices that make up the distinctive “personality” of the organisation.
Executive Team Development
This provides the organisation’s top leaders the support they need to successfully guide and manage the design process. It often includes helping them clarify their leadership philosophy, shared core work, and how they work together to manage business results. We offer coaching and team development activities to strengthen their ability to build a positive and sustainable organisational culture.
Establish Project Charter
Conduct snapshot assessment (“AS IS” Analysis)
Commission design team
Begin change management strategies
Analyse processes, structure, systems and culture
Report out to steering team
Continue change management strategies
Establish design guidelines
Define business model
Redesign processes, structure, systems and culture
Verify the design
Report out to steering team
Commission implementation team
Flesh out design recommendations
Create detailed implementation plans
Train people in new roles/skills
Reconfigure equipment and work-space
Assess performance against balanced scorecard
Make adjustments to design
Continue training leaders and employees
We assist the organisation to drive continuous focused communication throughout the process to ensure continuous buy-in and support and understanding of the change process. This may include newsletters, webcasts, implementation of change champions and coffee-table discussions.
We prepare all employees to embrace and succeed in the new organisation. Many change initiatives fail, because they don’t give enough attention to people, who ultimately do the work of an organisation and make it succeed.
We commission a change management team to assess organisational readiness and provide this team with tools to overcome resistance and positively engage employees as contributing partners in implementing your new design and achieving business success.
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