Leading developers, high street banks,
public sector organisations, and major retailers are among the
numerous clients who have achieved organisation change with our
help and support. The benefits are long lasting where ways of
working are embedded and skills transferred. These are not limited
to:-
- Everyone clear on vision and strategy
- Clear corporate operating model with functional models aligned
and clear
- One message and set of priorities from the executive team
- Clear understanding of what needs doing next ( the
transformation plan )
- Everyone clear on how performance will be managed, measured and
rewarded
- All company initiatives aligned to corporate vision
- Duplication of effort removed, and gaps identified
- Greater efficiency from resources in short supply
- Poor performance and inflexible resource fully visible
- Recovery from low morale, a clear culture to sign up to and
generate empowerment
- The new ability to attract and retain the best staff
- Central control; better compliance and auditability through
aligned governance
- Reliable delivery of corporate and project milestones
- Improved Return on Investment
- More efficient use of capital
- Increased brand value
- The right people in the right roles with the right skills and
development paths in place
- A clear plan for a portfolio or pipeline with the systems that
support the strategic need
- Improved ability to flex and prioritise to meet changing
needs
Proven process
The Organisation, People and Capability team
focuses on growing strong organisations and as well as Organisation
Design some clients draw on expertise to strengthen one element of
the organisation by selecting specific products we offer in this
area. We can support businesses to grow through change in the
following ways:-
Organisation Design
A sophisticated Organisation Design would
normally be a core component of large-scale transformation
programmes. The journey we take is a tried and tested
approach but is a flexible journey, depending on what will achieve
the right outcome for the client. The component parts
- Vision & strategy review
- As is assessment and the To be Operating Model – ‘the big
picture’ of how an organisation will operate in terms of its value
chain, capabilities and processes
- Process audits and value delivery – aligning your value chain
to the vision and strategy
- Leadership capability assessments and Job Descriptions for the
new organisation
- Governance development – roles and responsibilities
Transition Design and Implementation
When businesses merge or need to associate with a
delivery partner, implant a new organisation design or on the set
up of a new organization the move through transition must be
managed and be set up for success. The transition period
follows a unique approach the design of which is critical to set
the new state up for success. Our approach focuses on maintaining
delivery, reducing risk, increase control and visibility,
laying foundations for future success. Start to take
people and suppliers on the same journey. Specific elements include
but are not limited to:-
- Mobilisation of a joint steering group to provide a transition
decision making forum and escalation route as necessary
- Scope and design integrated programme for the
implementation of tasks required for set up of new
organisation
- Specialist integrated communication hub to plan, implement and
manage and the interactions and communications, of all
streams, deliver change events and feedback of the affected
stakeholders
- Assessment and formation of the desired culture and behaviours
of the new organisation reflecting both organisations agreement on
how to deliver its mission
- Establishment of change task teams ensuring that the best
available resources are focused on the mission-critical activities
and skills transfer to manage the new organisation takes
place.
High Performing Teams
-
Understanding what change feels like inside a
team. How to manage Storming, Forming, Norming, Performing - Teams
and change and a route to High Performance
-
The Performance Challenge and preparing a plan
for the team and the roles that need to be filled
-
Culture Change – Understanding culture and sub
cultures where do they want to be and how to make change long
lasting ?
The Value of Team
- The value of team and their team roles and
opportunity areas
- Belbin and setting up teams for success
- The power of the individual in team through
Myers Briggs Type Indicator
- Commitment to team health and consciousness,
Joharis Window, Temperature Checking and team renewal through
addressing root causes for long term team development
- Leadership challenges and their initiatives, and
the transition to implementation - setting team projects up for
success