The document outlines steps to design a mission-oriented organization chart. It discusses that an organization's structure should help achieve its mission by removing obstacles. It also explains that the organization chart should not contain any blockages to achieving the vision or mission. The steps include: reviewing the vision/mission, analyzing blockages in the current structure related to people, culture, routines, and structure; designing the structure to fulfill the vision/mission rather than tasks; detailing team roles and how they achieve the vision/mission; modeling "what-ifs"; and communicating, selling, training, and implementing the new structure.

1. Creating a Mission-OrientedOrganisation Chart

2. Creating a Mission-Oriented Organisation Chart Explanation of how Organisation Charts are designed Summary of the steps to design a Mission-Oriented Organisation Chart

3. An Organisation’s structure should help achievement of the Mission by removing obstacles What is your Vision/Mission? The Organisational Structure, and hence its Organisation Chart should not contain any blockages to achieving the Vision/Mission

4. Organisational Design Theory The design of an organisation is based on the inter-relationship between 4 elements:- People - capabilities, personalities, commitment Structure – the organisation chart Routines – work procedures and legislative requirements Corporate Culture – shared values and beliefs, language, norms

5. Organisational Design Theory The element of “Structure” has to be designed while keeping in mind the other elements or it will not work The design of the Structure can be based on either:- “the design of the organisation structure follows strategy” or “the way the organisation structure works sets the context for strategy”

6. The Structure follows strategy...or The Structure sets strategy? “the organisation structure follows strategy” A mission, goals and strategy are set, the organisation is designed to allow the strategy to be followed “the organisation structure sets the context for strategy” Due to the internal environment (organisational inertia/size, history, capabilities, resources) a desired strategy is compromised to a secondary achievable strategy The reality is that in designing an organisation chart, you need to balance both – what you desire to achieve in time and what is achievable right now

7. Steps to design a Mission-Oriented Organisation Chart Create or review the Vision/Mission Analyse and understand blockages in the current structure:- People – capabilities, personalities, commitment Culture – shared values and beliefs, norms Routines – work procedures & legislative requirements Structure – architecture of work Design structure to suit fulfilment of Vision/Mission rather than to fulfil “tasks” Detail “Roles” of teams and sections to clarify their part in achieving Vision/Mission Model “What-If’s” Communicate, sell, train, and implement