A round man cannot be expected to fit in a square hole right away. He must have time to modify his shape
--Mark Twain--
Organisation
Design and review
Development exercise
Organisation
Working with Groups
If individual assessments are the building blocks of what we do, working with groups is how the blocks are put together. Successful policy implementation is carried out at team level; the coherent team, capable of maintaining social and strategic unity 'even in difficult times' is fundamental. Here are some examples:
Strategy
Strategy can be delivered only to the extent that the people in the group possess the necessary cohesion, motivation and resources. Executive Talent Development consultant will use in-depth interviewing of key group members to provide data for a report called an Organisation Analysis. This report captures the key issues in the group, including those that people are reluctant to surface with anyone other than a trusted outsider. An Organisation Analysis is used as the agenda for "off-site" team building meetings. These sessions are facilitated by our consultants to help the group face the issues openly, move to their resolution and commit to action. We provide a structure and a process which enables the group to resolve its issues.
New Lamps for Old
After a merger or acquisition, the old corporate cultures will persist. Managers who flourished under the old regime are resistant to changes in direction. Their experience is invaluable, but they can subvert or undermine new ways. We get these people on-side through the use of a 'Facilitated Workshop' which provides essential opportunities to adjust. At these sessions, people are helped to think through the implications of change and to confront the difficulties and complexities in building a new organisation.
Organisation design and review
As a result of the organisation development exercise we will assist the client in developing an structure that meets business development needs. Based upon the client's business strategy we will design an organisation that is most appropriate for accomplishing this strategy.
When we define or change strategies, we also take into account the available talent. When we analyse or adjust structures and systems, the companies strategy is our guideline and the talent and abilities are a major feasibility factor.
In our approach we will focus tackling the following organisational factors:
Governance model
Operating model
Organisation chart
Roles and responsibilities
Unity of command principles
Distribution of power of authority
Span of control
Organisation development exercise
1 Introduction
The organisation study is an exercise designed to improve understanding of it and any performance issues. Based upon our assessment we will be able to assist the client in launching a change project, focusing on:
Aligning the view among members of the management team with regard to vision and strategy
Defining a business operating model
Developing an appropriate organisational structure
Clarifying roles and responsibilities of the members of the management team
Improving the decision making process
Improving performance management
Improving communication
During the exercise we will put emphasis on identifying the priorities of the organisation. Our approach results in a more coherent management team and a better understanding of what is going on.
This phase is important in attracting the involvement, commitment and buy-in of all key players.
2 Structured Interviews
Structured interviews with key players will cover the following topics:
Getting acquainted with the person (background, role, etc)
Background
Perception of mission, strategy and goals
Perception of philosophy, values and culture
Client solutions and approach to market
Perception of clients
Leadership & decision making
The organisation's structure and roles and responsibilities
The organisation's effectiveness
Performance improvement
People and talent
Communication
Attitudes and morale
The interviews are confidential. No information will be revealed about the content of individual interviews.
3 Company Strategy Diagram
4 The Organisation Assessment Report
We write a report on the structure and performance of the organization, which will outline areas for improvement.
This report will come in two sections:
Descriptive part:
Description of the observations made during the structured interviews.
Emphasis will be put on structuring the information by taking into account how various processes that are proper to the functioning of the organisation interrelate.
Interpretative part:
At this stage we will propose a number of solutions for the client to consider.
5 Discuss The Organisation Assessment Report With The Stakeholder / Internal Client
At this point we discuss the report with the stakeholder / internal client who wants to initiate change within his organisation.
The purpose of this phase is to:
Get acquainted with the report:
Discuss the content (confirmation, clarification, fine tuning, etc)
Discuss possible outcomes
Define preferred outcomes
Validate a final version of the report
Consolidate/integrate with the results coming from other sources such as an assessment of the business/market environment, etc
Decide on how to change the organisation:
Mission statement
Strategic plan
Target elements of change:
Goals
People
Social factors
Methods
Organisation arrangements
Expected outputs
6 Creating Buy-In At The Level Of The Management Team
At this point we will create the buy-in of those people who will operate as a change management platform within the organisation.
The purpose of this phase is:
To get the buy-in of business leaders and to create a management platform that will empower, motivate and support the management in carrying out the innovation change exercise.
Get acquainted with the report:
Discuss the content
Discuss preferred outcomes
Approve the final version of the report
Consolidate / integrate with the results coming from other sources e.g. the assessment of the business / market environment. Decide on the way forward:
Change plan
Change communication plan
Change implementation plan
7 Launching The Change Process
At this stage we will assist the client in launching the change process focusing on:
Setting objectives
The change implementation plan
The change communication plan
Evaluation of results
In our approach we will focus on understanding and managing the behavioural factors that result in 'resistance to change' , such as active resistance, passive resistance, indifference and acceptance.
Depending on the different types of resistance that we observe we will adapt our change strategy regarding:
