The 10 steps in designing an organization are: 1) Define the case for redesign to support strategy, 2) Develop design principles reflecting business drivers' demands, 3) Develop organization model options meeting principles, 4) Test the model options, 5) Clarify accountability with mapping, 6) Confirm high-level structure and attributes, 7) Conduct impact analysis, 8) Design next-level structures, 9) Develop a transition plan, and 10) Implement the new structure. Structure follows strategy and process, with people following structure.
A brief overview of the congruence model, used in organisational development and change. A useful model to use when considering implementing new strategy or changes in strategy.
Leading Organizational Design and TransformationWilliam Evans
In this talk, Organizational Designer and Strategy consultant Will Evans poses these five provocative questions which he will explore with wit, a bit of biting sarcasm, and a healthy dose of compassion:
How can companies develop product design processes that help the organization adapt to change when nobody likes change?
How can companies foster emergent innovation within the organization while spending all day in countless meetings?
How can leading enterprises approach digital transformation when they all seem to fail miserably at it?
What are the principles of a resilience strategy for companies that can’t seem to figure out what the hell they are doing?
Why is becoming a “Design-Driven Organization,” so damn hard, probably a pipe dream, and why most advice from experts, consultants, and UX thought-leaders isn’t just wrong, it’s probably a fraud?
Learn new frames to revitalize your product design organization, to gain cooperation, to improve strategic thinking and creative problem solving, to boost performance, and to extract maximum benefit from new options.
In this talk, we’ll hope to discuss:
Designing organizational resilience.
Move from competing agendas to organizational alignment.
See the “big picture” of the complexities of systems-wide change.
Enable creativity and flexibility in problem solving.
Leverage problems & dilemmas to enhance organizational strategy.
Ready your organization to create new options.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
How to Structure for Strategic Success: Essentials to Effective Organization ...Blaze Petersen
Having trouble making progress on your strategic plan? Organization design could be to blame. In this presentation, we shed light on why your current organization design efforts may be lacking and how to support strategy execution through a well-designed organization.
Leading & Managing Transformational ChangeDavid Moon
Successful transformational change requires leaders throughout the organization to focus relentlessly and courageously in three areas: align the organization by building clarity and commitment, equip the organization for future success and maintain the diligence, courage and a bias for action to sustain the change
All aspects of organization development and change management are linked in these resources. They access information about group facilitation, culture change, consulting, managing change, planned change, and leading edge topics such as emotional intelligence and large group processes.
A brief overview of the congruence model, used in organisational development and change. A useful model to use when considering implementing new strategy or changes in strategy.
Leading Organizational Design and TransformationWilliam Evans
In this talk, Organizational Designer and Strategy consultant Will Evans poses these five provocative questions which he will explore with wit, a bit of biting sarcasm, and a healthy dose of compassion:
How can companies develop product design processes that help the organization adapt to change when nobody likes change?
How can companies foster emergent innovation within the organization while spending all day in countless meetings?
How can leading enterprises approach digital transformation when they all seem to fail miserably at it?
What are the principles of a resilience strategy for companies that can’t seem to figure out what the hell they are doing?
Why is becoming a “Design-Driven Organization,” so damn hard, probably a pipe dream, and why most advice from experts, consultants, and UX thought-leaders isn’t just wrong, it’s probably a fraud?
Learn new frames to revitalize your product design organization, to gain cooperation, to improve strategic thinking and creative problem solving, to boost performance, and to extract maximum benefit from new options.
In this talk, we’ll hope to discuss:
Designing organizational resilience.
Move from competing agendas to organizational alignment.
See the “big picture” of the complexities of systems-wide change.
Enable creativity and flexibility in problem solving.
Leverage problems & dilemmas to enhance organizational strategy.
Ready your organization to create new options.
Educaterer India is an unique combination of passion driven into a hobby which makes an awesome profession. We carve the lives of enthusiastic candidates to a perfect professional who can impress upon the mindsets of the industry, while following the established traditions, can dare to set new standards to follow. We don't want you to be the part of the crowd, rather we like to make you the reason of the crowd.
Today's Effort For A Better Tomorrow
How to Structure for Strategic Success: Essentials to Effective Organization ...Blaze Petersen
Having trouble making progress on your strategic plan? Organization design could be to blame. In this presentation, we shed light on why your current organization design efforts may be lacking and how to support strategy execution through a well-designed organization.
Leading & Managing Transformational ChangeDavid Moon
Successful transformational change requires leaders throughout the organization to focus relentlessly and courageously in three areas: align the organization by building clarity and commitment, equip the organization for future success and maintain the diligence, courage and a bias for action to sustain the change
All aspects of organization development and change management are linked in these resources. They access information about group facilitation, culture change, consulting, managing change, planned change, and leading edge topics such as emotional intelligence and large group processes.
Exploring Agile Transformation and Scaling PatternsMike Cottmeyer
The goal of any enterprise agile adoption strategy is NOT to adopt agile. Companies adopt agile to achieve better business outcomes. Large organizations have no time for dogma and one-size-fits-all thinking when it comes to introducing agile practices. These companies need pragmatic guidance for safely and incrementally introducing structure, principles, and ultimately practices that will result in greater long term, sustainable business results. This talk will introduce a framework for safely, pragmatically, and incrementally introducing agile to help you achieve your business goals.
Bill McKendree shared his view on the essential role HR leaders must play to enable greater creativity at all levels and examples from his work with many diverse companies.
NuStratis is a management consulting firm specializing in improving businesses. This a video testimonial from one of our clients. Visit us at nustratis.com
Organizational Context: Design and Culture Chap#3 of Organizational Behavior ...Syeda Tooba Saleem
-Good Information related Organizational Design and Culture.
-Types of Organizational Designs
-Characteristics of Culture and many more other things are included in it..
AIT Group is a global management consulting firm that has over 10 years experience in Lean Six Sigma Training, Coacing, and Certification as well as Supply Chain using the SCOR model to transform business processes to standardized and streamlined value streams.
Strategy & Execution Program OverviewKelly Petrock
Our Six Disciplines approach combats the challenges to growth because it is based on a proven and repeatable methodology, efficient strategic management systems / tools and expert coaching. Through this integrated approach we help clients efficiently and effectively Formulate, Align and Execute upon strategically.
3. 1
STEP
2
STEP
Define case for (re) design Develop design principles
organization Statements that reflect the business
In principle, companies make (re) drivers’ demands on the
design organization choices to organization.
support a strategy (for example, the Key design specifics or critical
decision to organize business units success factors which drives new
around customers, products, or organization
geography)
4. 3
STEP
4
STEP
Develop the organization Test the organization
model options model options
It should reflects the best approach Design principles are used to judge
that the organization meets the and select the best option
design principles (2 – 4 options)
5. 5
STEP
6
STEP
Prove validity with Confirm high level structure
Accountability mapping + attributes:
Accountability can be clarified and Design positions and
communicated through RACI accountabilities
analysis. Define KPIs and
competencies
6. 7
STEP
8
STEP
Conduct organization Design Next Level Structure
impact analysis Design next level (2 – 4) structure
It should captures affected business Define integrated working
lines, population, description of mechanisms
change, level of impact and change
implications and actions required
7. 9
STEP
10
STEP
Develop Transition Plan Implement new
Develop transition plans to roll out organization structure
new structure is critical. It can be
Large scale org change may
successful by identifying impact,
listing change actions, and require multi-pronged phased
determining transition management implementation approach.
support. Senior level leadership critical to
success
8. REMEMBER THIS!
Structure follows strategy and process
People follow structure, not the other way around
Inspired by: Inventing the Organizations of the 21st Century, When Reorganization Work, The Four Basis of Organizational DNA
9. …previously
• Organization Design (OD), what is it all about?
• Organization Design framework
Wing Antariksa|wing.antariksa@gmail.com
10. To be continued…
• Organization: it’s not about structure, it’s
about capability!
• Sample of organization design principles
• Sample of lean organization designs
Wing Antariksa|wing.antariksa@gmail.com