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Org Review Powerpoint Presentation

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The process of conducting an "Organizational Review".

The process of conducting an "Organizational Review".

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Org Review Powerpoint Presentation Org Review Powerpoint Presentation Presentation Transcript

  • A Perspective on Organizational Review D S Executive Services Group Achieving Excellence
  • D S Executive Services Group Organizations Don't Plan To Fail They Fail To Plan
  • D S Executive Services Group Today’s Global Environment
    • Dynamic and Rapidly Changing
    • Organizations MUST REASSESS/REDESIGN
      • Structures,
      • People,
      • Processes,
      • Infrastructure
  • D S Executive Services Group Today’s Local Environment
    • Dynamic and Rapidly Changing
    • Leaders assessing whether appropriate structures, accountabilities, reporting relationships, performance measures in place
    • Should Organizational Leaders REASSESS and REDESIGN
      • Structures,
      • People,
      • Processes,
      • Infrastructure
    GOAL: To Be More Responsive To External Environment
  • D S Executive Services Group FORCES OF CHANGE Organizational Social Technological Employee Needs & Values Business & Economic
  • D S Executive Services Group Reactions To The Forces Of Change
      • Do we need to change?
      • To what degree?
      • What process should we use?
      • How do we get from here to there?
      • What is “ there ”?
  • D S Executive Services Group The Case For Change
    • What are the current realities ?
    • What are the compelling threats / opportunities?
    • What are the gaps (strengths vs. weaknesses)?
    Economy Demographics Technology Social Trends Competition Environment
  • D S Executive Services Group LEADERS set direction, decide acceptable behavior (values), and get people moving towards a common dream. MANAGERS design systems, set goals, track progress, and generally make sure things get done. YOU need both to create a high-performing organization: knowing where to go, and knowing how to get there The Agents of Change
  • D S Executive Services Group A Lot Can Go Wrong Weak Leadership And The Organization Can Stagger In Circles Weak Leadership And An Organization Wastes Time And Money, Duplicates Effort And Produces Far Too Much Or Too Little Paperwork But Even Strong Management and Strong Leadership Can Dissolve Into Chaos Without A Connection Translating The Leadership Direction Into Management Systems
  • D S Executive Services Group Why Do Organizations Fail Organizational Factors Environmental Factors
    • Lack of VISION
    • Faulty Organization Structure
    • No Strong Leadership
    • No Standard Operating Procedures
    • No Communication/Feedback
    • Wrong Fit of Job and People
    • Lack of Strong Perf. Appraisal System
    • No System of Rewards and Incentives
    • Nepotism and Favouritism
    • Poor Formal Planning/Forecasting
    • Unanticipated Changing Customer Demands
    • General Economic Conditions
    • No Strong PR With Other Govt. Agencies
  • D S Executive Services Group Why Undertake An Organizational Review Leaders Need To Know What’s Happening In Their Business Environment Leaders Need To Make The Right Decisions To Position The Organization For Success Helps To Get An “Objective Picture” Of Organization’s Strengths, Weaknesses, Barriers and Resistance To Change It’s About Making HARD Decisions About The Future Of The Organization Reluctance To Undertake Review Because Of Complexity And Inherent Obstacles To Change
  • D S Executive Services Group Why Undertake An Organizational Review “ Some Triggers/Symptoms”
    • Little or No Accountability For Results (Confusion Around WHO Is Accountable For WHAT)
    • Organizational Communications Are Inconsistent/Fragmented
    • Parts Of The Organization are Significantly Over Or Understaffed
    • Personnel Retention Is A Significant Problem
    • New Skills And Capabilities Are Needed
  • D S Executive Services Group Why Undertake An Organizational Review “ Some Triggers/Symptoms”, Cont’d
    • Productivity Is Stagnant
    • Problem Solutions Do Not Produce Desired Results
    • Budgets Are Exceeded Without Justification Or Consequences
    • Personal And Departmental Conflicts Are Noticeable
    • Complaints Regarding Customer Service
  • D S Executive Services Group Why Undertake An Organizational Review “ Some Questions To Consider”
    • Does The Organization Have A Clear Vision Of Where It Wants To Be In 5 Years And How It Will Get There?
    • Are The Appropriate Organizational Structures And Processes In Place To Support Such A Vision?
    • Do We Need To Redesign Our Functions In Order To Improve
    • Our Operations?
    • Do Employees Possess The Necessary Knowledge, Skills And Abilities
    • To Support And Implement Such A Vision?
    • Is The Current Work Environment Conducive To Long Term Growth,
    • Such As Internal Communications And Direction, Employee Support And Development
  • D S Executive Services Group Why Undertake An Organizational Review Provides Opportunity To Examine Processes Utilized How Are We Doing It? Work Performed What Are We Doing? Reasons For Work Why Are We Doing It? How Processes Can Be Measured How Processes Can Be Improved
  • D S Executive Services Group Getting Started The Organizational Review Roadmap Commitment Structure Communication Education Process Foundation For Success
  • D S Executive Services Group Getting Started The Organizational Review Roadmap Commitment
    • Leaders Must Openly Want Process
    • Must Also Be Open To Change
    • Willing To Permit And Participate In Open Discussions
    • Must Be Highly Visible During Each Stage Of Process
  • D S Executive Services Group Getting Started The Organizational Review Roadmap Structure
    • Process Needs To Be Managed Or It Will Fail
    • Formal Planning Team Or Committee To Spearhead Process
    • Must Be Given Specific Mandate With Goals
    • Must Be Inclusive And Representative
    • Combination Of Vision And Action
  • D S Executive Services Group Getting Started The Organizational Review Roadmap Process
    • Flexible, User Friendly And Specific To Your Needs
    • Participatory
    • Not Left To Planners Or External Consultants
    • Realistic About Goals, Objectives, Resources, Outcomes
    • Establishes And Ensures Accountability For Results
  • D S Executive Services Group Getting Started The Organizational Review Roadmap Education
    • Courses, Workshops, Seminars
    • Focuses On Establishing Ground Rules, Communications And Initial Approaches
    • Laying Groundwork Will Minimize Confusion
    • Practical Training Program Will Gain Support and Commitment By ALL
  • D S Executive Services Group Getting Started The Organizational Review Roadmap Communication
    • Strategy Ensures Everyone Is On The Same Page
    • Designed To Meet Informational Needs Of Stakeholders
    • Provides Mechanism For Seeking And Acting On Feedback
    • Must Be Consistent And Relevant
    • Timely And Current
    • Monitored And Reviewed
  • D S Executive Services Group Data/Information Analysis/Assessment Develop Organizational Blueprint Implementation Organizational Change Evaluation/Follow-Up Ideas/Strategies Vision/Mission/Values Continuous Improvement Future Current Organizational Review Process
  • D S Executive Services Group Data/Information Analysis/Assessment Develop Organizational Blueprint Implementation Organizational Change Evaluation/Follow-Up Ideas/Strategies Vision/Mission/Values Continuous Improvement Future Current Organizational Review Process
  • D S Executive Services Group Vision
    • The Picture Of What The Organization Is Striving To Achieve.
    • What Will Success Look Like?
    • Should Challenge and Inspire The Organization To Achieve Its Mission
    Mission Values
    • The Strategic Purpose Of Your Organization.
    • Why Does Our Organization Exist?
    • What Business Are We In?
    • The Fundamental Beliefs Of Your Organization
    • Traits and Qualities Considered Essential
    • How The Organization Values Customers, Internal Community
    • Values Of Senior Leaders Reflect Organizational Culture
  • D S Executive Services Group D S Executive Services Group Data/Information Analysis/Assessment Develop Organizational Blueprint Implementation Organizational Change Evaluation/Follow-Up Ideas/Strategies Vision/Mission/Values Continuous Improvement Future Current Organizational Review Process
  • D S Executive Services Group Data/Information Important To Develop An Accurate And Thorough Description (Profile) Of The Organization And The Environment As They Currently Exist Ideas/Strategies Important That A “BENCHMARK” Be Established To Properly Evaluate The Potential Benefits Of Recommended Changes 1. Historical Performance Profile Is Best Described In Three Dimensions 2.Stakeholder Expectations 3. External Environment
  • D S Executive Services Group 1. Historical Performance Profile Is Best Described In Three Dimensions 2.Stakeholder Expectations 3. External Environment
    • SWOT Analysis
    • Strengths
    • Weaknesses
    • Opportunities
    • Threats
    • Owners
    • Vision,
    • Strategies
    • Management
    • Image
    • Reputation
    • New Initiatives
    • Risk
    • Employees
    • Opportunity
    • Challenge
    • Security
    • Advancement
    • Monetary
    • Benefits
    • Working Conditions
    • Image
    • Reputation
    • Customers
    • Services Provided
    • Value
    • Reliability
    • Image/Reputation
    • Trends
    • Social
    • Technological
    • Economic
    • Political
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group Data/Information Analysis/Assessment Develop Organizational Blueprint Implementation Organizational Change Evaluation/Follow-Up Ideas/Strategies Vision/Mission/Values Continuous Improvement Future Current Organizational Review Process
  • D S Executive Services Group 1. Leadership and Management Analysis/Assessment 2.Structural Efficiency 3. Process Effectiveness
    • An Accurate Picture Of How The Organization Operates Right Now
    • Reveal Trends, Irregularities, Limitations And Opportunities
    • Vision
    • Mission
    • Direction
    • Planning
    • KSA’s
    • Communication
    • Relations
    • Organization Structure
    • Mandates
    • Roles/Responsibilities
    • Authorities
    • Accountabilities
    • Reporting Relationships
    • Delegation
    • Workflow Analysis
    • Performance Management
    • Operating Procedures
    • Initiatives/Priorities
    • Records/Info. Mgmt
  • D S Executive Services Group 4. Organizational Systems Analysis/Assessment, Cont’d 5.Supporting Infrastructure
    • An Accurate Picture Of How The Organization Operates Right Now
    • Reveal Trends, Irregularities, Limitations And Opportunities
    • Management Levels
    • Boards
    • Committees
    • Bylaws
    • Human Resources
      • Evaluations
      • Job Descriptions
      • Learning
    • Financial
      • Policies
      • Standards
      • Controls
    • Technology
      • Integration
      • Reliability
      • Sustainability
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Data/Information Analysis/Assessment Develop Organizational Blueprint Implementation Organizational Change Evaluation/Follow-Up Ideas/Strategies Vision/Mission/Values Continuous Improvement Future Current Organizational Review Process
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Develop Organizational Blueprint “ Enablers For Change” 1. Enabling Processes 2. Enabling Organization Structure
    • What Business Processes (New or Reengineered) Are Necessary To Implement
    • Desired Direction
    • Do We Have Those Business Processes In Place?
    • If Not, How Will We Build Those Business Processes
    • Is The Organization Structure Correct To Implement The Desired Direction
    • If Not, What Preferred Structure Should Replace It?
    • How Should We Transition To The Preferred Structure? And When?
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Develop Organizational Blueprint “ Enablers For Change” 3. Enabling Intellectual Capacity 4. Enabling Technologies
    • Do We Have The “Right” People In The “Right” Job?
    • If Not, What Changes Should We Make? People, Hiring, Retention Processes
    • Encouraging People To Learn And Grow
    • What Technologies Are Necessary To Support Our Desired Direction
    • Do We Currently Possess Expertise Or Support In These Technologies?
    • If Not, How Do We Obtain That Expertise?
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Develop Organizational Blueprint “ Enablers For Change” 5. Enabling External Relationships 6. Enabling Capital Resources
    • What External Relationships Are Necessary To Support Our Desired Direction?
    • Are They Currently Established
    • If So, How Do We Enhance Them?
    • If Not, How Can We Establish Them?
    • Do We Have The Funds Necessary To Support Our Desired Direction?
    • If Not, How Do We Obtain Those Funds?
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Data/Information Analysis/Assessment Develop Organizational Blueprint Implementation Organizational Change Evaluation/Follow-Up Ideas/Strategies Vision/Mission/Values Continuous Improvement Future Current Organizational Review Process
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Implementation
    • Implementation plans are detailed methods specifying how
    • a project associated with an Objective is to be implemented.
    • Task specification includes :Projected Starting Date, Projected Completion Date, Major Activities/When Initiated, Support People, Resources Needed,
    • Assessment Methods or Criteria/When Conducted, Target Results, and
    • Timetables for completion.
    • Implementation plans separate Objectives into manageable parts for
    • coordinated implementation of goals.
    • Implementation plans also specify detailed cost and expenditure information.
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Implementation Why Do So Many Plans Fail?
    • Inadequate Executive Sponsorship To Provide Leadership, Credibility And Communication
    • People Not Clear How Plan Will Be Implemented
    • Individual Responsibilities Not Clearly Defined
    • Insufficient Training
    • BRICK WALLS Not Recognized. Nothing Ever Goes Exactly According To Plan
    • Scope Creep. When It Happens, So Do Expenses, Timelines , Dissatisfaction
    • Forgetting To “Mind The Shop”
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Budgets Policies Best Practices Support Systems Rewards Implementation Internal, Operations Driven Activity Major Benefits Accrue ONLY When The Plan Is Put Into Operation Implementation
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Implementation Budgets Policies Best Practices Support Systems Rewards New Organizational Strategies And Budget Reallocations
    • Downsizing Some Areas
    • Eliminating Activities No Longer Justified
    • Shift Resources To Support Priorities
    • Funding Activities That Make Or Break Success
    How Well Budget Allocations Are Linked To The Needs Of Organizational Strategy Can Either Promote Or Impede The Implementation Process
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Budgets Policies Best Practices Support Systems Rewards How Policies Aid Implementation
    • Provide Top-Down Guidance (Behaviour/Performance
    • Channels Actions/Decisions To Promote Change
    • Counteract Tendency To Resist Chosen Direction
    • Serves As Lever For Changing Corporate Culture
    WARNING Too Much Policy Can Be As Stifling As Wrong Policy Or As Chaotic As No Policy Implementation
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Budgets Policies Best Practices Support Systems Rewards Continuous Improvement Philosophy
    • INSTILL
    • Enthusiasm/Commitment To Doing Things Right
    • STRIVE
    • To Achieve Small Steps Forward Each Day
    • IGNITE
    • Employee Efforts To Be Creative
    • PREACH
    • That Everyone Must Be Involved
    • REFORM
    • The Corporate Culture
    Implementation
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Budgets Policies Best Practices Support Systems Rewards Implementers Must Invest In Creating Support Systems That Promote Successful Change
    • Learning
    • Communications
    • Information Systems
    Implementation
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Budgets Policies Best Practices Support Systems Rewards
    • Implementers Challenge
    • To Design A Reward Structure
    • That Motivates People
    • To Do The Very Things It Takes
    • To Make The Change Strategy Successful
    Positive Or Negative Rewards? Elements Of Both Are Necessary BUT, Positive Reinforcement Should Outweigh Negative Reinforcement To Promote Healthy Work Environment Implementation
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Implementation “ Action Steps”
    • Outline Planned Activities And Expected Outputs
    • Identify Specific Tasks, Responsibilities And Timeframes
    • Establish Benchmark Targets To Help Evaluate Progress
    • Start With Smaller Projects That Have High Chance Of Success
    • Keep Stakeholders/Employees Informed And Involved
    • Evaluate Progress Regularly
    • Change Plans When Conditions Change – Don’t Be Too Rigid
    • Use Every Opportunity To Learn From Experience
    • Celebrate Successes Publicly
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Data/Information Analysis/Assessment Develop Organizational Blueprint Implementation Organizational Change Evaluation/Follow-Up Ideas/Strategies Vision/Mission/Values Continuous Improvement Future Current Organizational Review Process
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Requirements For Successful Organizational Change
    • Strong Leadership
    • Consensus at the Top
    • A Shared Vision
    • The Right Attitude ("get on board”)
    • Commitment To See It Through
    • High Employee Involvement
    • Permanently Empowered Employees
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Requirements For Successful Organizational Change, Cont’d
    • A Comprehensive and Systemic Approach
    • Lots of Guts (A willingness to take risks and attack sacred cows)
    • Continuous Catalytic Activity at the CEO Level
    • Trustworthy Communications Top Down/Bottom Up
    • Ownership of Change By A Vast Majority of Employees
    • Financial Resources
    • Extensive Education & Training at all Levels
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Organizational Change Environment Management Structure Resources Business Processes Culture Technology Assessment And Planning For Change
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Data/Information Analysis/Assessment Develop Organizational Blueprint Implementation Organizational Change Evaluation/Follow-Up Ideas/Strategies Vision/Mission/Values Continuous Improvement Future Current Organizational Review Process
  • D S Executive Services Group D S Executive Services Group D S Executive Services Group D S Executive Services Group Monitoring and Evaluation Did We Get There? Feedback Do We Need New Strategies Organize Information Flow and Feedback System Establish Performance Measures To Indicate How Well Results Achieved Compared To Established Targets Determine How To Measure and Evaluate Progress Monitoring And Evaluation
  • D S Executive Services Group Monitoring and Evaluation Did We Get There? Feedback Do We Need New Strategies Is Our Plan Still Realistic And Attainable? If Not, What Changes Are Required? What Will Be The Impact Of Those Changes? Monitoring And Evaluation