Organization Design and Development
Healthy organizations rarely develop on their own, rather they require careful design to align with corporate objectives. Allowing the organization to figure itself out is likely to create inefficiencies and power vacuums. When it isn't clear who is responsible for what, power vacuums may be filled based on personal desire instead of corporate strategy. Once it is clear what you want to accomplish, we can help you design an organization to meet those needs. We start with the ideal organization, then evaluate the current team to see what could be constructed with existing assets, and what gaps will remain. Depending on your style we can design it completely and help you implement it, or, as we prefer, get your team involved in understanding the detailed needs of the roles so they can help figure out which roles are appropriate, facilitated by you and by us.
Challenge: A client had to merge two organizations resulting in a five-geography organization of over 100 people.
Action: We utilized design objectives from Adizes "Corporate Lifecycles", and worked with existing personnel to determine what needed to be done first, without people knowing which role they would fill. We designed the ideal organization, and then had open discussions about what people were interested in, most comfortable with, and most skilled at. We did this discussing the strengths rather than weaknesses.
Result: An organization resulted that was near to the ideal in terms of roles, and was extremely satisfactory to the management staff and individual contributors, because roles were clear and documented, and people got to play to their strengths and learn new skills as well.