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Expertise
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Organisation Design & Delivery
Definition
OD is defined as an effort to improve organisational effectiveness by providing a set of tools and processes which help align the stakeholders in an organisation behind a strategic goal of business success.
Approach
Often OD interventions look immediately to the change the structure of an organisation. They strive for a reduction in bureaucracy and focus on the levels in the organisation, the accountabilities and how more can be done by less. This is of course very important and fundamental to success. However the significance of the underlying behaviours which underpin how an organisation operates are often missed or at best left as a secondary issue. A more systemic approach is one that places equal value on the behavioural and structural aspect of organisational redesign and looks to the cultural issues that need to be addressed if a performance improvement is to sustain with time. This approach includes:
- An organisational diagnosis of what the real issues are.
- An examination of the history and the culture.
- Distinguishing who the key stakeholders are and their commitment to change.
- Designing the organisation from the future and not the past.
- Examining and redesigning the systems, processes and structure for success.
- Involving all stakeholders in understanding the behavioural change required.
- Providing a clear and simple road map for implementing the change.
Case Histories
- Creating and delivering a 12 month plan for a cultural and behavioural change process for the top 100 leaders in a European Chemicals business.
- Designing and facilitating a series of 6 Senior Management workshops using innovative techniques in OD to create collaborative behaviours in the team.
- Designing global Senior and First Level Leadership programmes which provided a common framework for a “Leadership Footprint” while allowing for sensitivity to different cultures and business drivers.
“A corporation is a living organism; it has to continue to shed its skin. Methods have to change. Focus has to change. Values have to change. The sum total of those changes is transformation.”
-Andrew Grove
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