Smart Organizational design When you need a good organizational architect

YOUR HOUSE IS MORE THAN THE SUM OF THE NUMBER OF BRICKS, YOUR ORGANIZATIONAL LIFE MORE THAN THE SUM OF MANAGEMENT ACTIVITIES AND SOLUTIONS

More information about our longer term consulting services:
Culture Strategy
Your Identity and Purpose

More information about our short term interventions:
Unpacking The 5 Principles of Smart Organizational Design
Plotting the 7 Dimensions of Your Organization

TRAPPED BY LABELS?

Managers tend to put labels to their needs in an attempt to feel better about grabbing something concrete. A ‘leadership programme’ sounds like a training system to create better leaders, but suppose you want these leaders above all to become highly innovative. Does that make it an ‘innovation programme’? Which consultants do you call in? An ‘away day’ or off-site on strategy has been designed by team building consultants in the hope that you’ll get a bonded team. Do you want good strategy, a good team or both? You invest massively in sales training across the board hoping you’ll get better sales results. However, all you have is a ‘better trained workforce’ without improved results. Was the training bad (and you can’t fault the techniques taught) or the wrong consultants?

TRAPPED BY STRUCTURES?

You wanted Division A and Division B to stop working in silos and have decided to amalgamate A and B under a new C so now they have one single management, one home, one roof and one organization chart. But the new C people continue to ignore each other. Perhaps you were too quick in giving a structural answer (the reorganization) to what was, in fact, a behavioural problem -people not talking to each other.

TRAPPED BY PROCESSES?

You have reorganized, reshuffled groups, redesigned new processes and created an entirely new Operating Model and you have been left by your consulting partners with stacks of PowerPoints explaining it all. But there is nothing on those digital piles about how John and Mary are going to work together, what behaviours are needed for that, or how to help them to speed up the ‘working together’. No wonder six months later people still tell you that the reorganization is unfinished or the integration is ‘still in progress’.

Leadership development, restructuring, sales management, team building, behavioural change, process redesign, new operating model, reorganization etc. All of the above are situations which may have started or ended with these labels.

YOUR SINGLE VIEW, THE ARCHITECTS VIEW.

You are rich in labels but poor in results because you may lack or have been short of ‘the one single view’, an architect’s view. You have been building a house with an expensive plumbing system that doesn’t work; a garden with beautiful plants unsuitable for your weather; you are really short of one bedroom; your car is too big for the garage and the legal status of your planning permission is at the very least dubious. And the invitations to the housewarming party have already been sent out to the world.

If you can imagine these scenarios either because you are about to embark upon any of these ventures or are halfway there, or have been left with the PowerPoint stacks, we are the people who will help you either to avoid, remedy or completely rescue. We are the organizational architects that you need.

Let’s talk – to find out how we can work together to impact your business – contact us.

Associated Learning Resources and Books

Make Your Organization Antifragile - learning from The Chalfont Project Academy

culture Strategy

MAYBE THIS IS THE ONLY STRATEGY YOU DON’T HAVE, MAYBE YOU DON’T WANT TO CALL IT ‘CULTURE’, BUT YOU KNOW YOU NEED THE GLUE FOR YOUR ORGANIZATION TO PERFORM TO ITS BEST

YOUR ‘HOME PLAN’

You probably have a strategic plan and a business plan. Perhaps you also have a marketing plan and a social media plan. You may not be short of plans. Except one. A culture plan. We are not talking about an HR plan or a Talent Management or a Succession plan. You see? You have even more plans. It is about your whole house, not just the bricks, the wooden floors, the garden, the plumbing system or the heating but the house itself, your home and what life looks like inside. Organizations are the same, they are ‘homes’ for all of the above, from strategy to operations to human resources. Do you have your ‘home plan’?

YOUR CULTURE AND BEHAVIOURS

You may be one of many who become very restless with the word ‘culture’, one of the most confusing and contaminated words in management. Don’t worry, we can help you to have a state of the art culture without even mentioning the word, if that makes you feel better. We are talking about rules of the game, non negotiable behaviours, ways of doing things and working styles. We are talking about the psychological space of your organization. In the absence of these ‘soft elements’, plans are often built without a defined context. For example, your Marketing plan is brilliant but will only work if ‘A people’ and ‘B people’ collaborate and share information (marketing and sales, and account management for example). But there is nothing in the Marketing Plan about how to ensure that collaboration. It just takes for granted that it will happen.

AND THE INFORMAL ORGANIZATION

Also, your culture (organizational home) plan has two faces. One is the formal one with all the typical structures that the organization chart usually describes: teams, divisions, reporting lines, hierarchy and structures. The other is the informal organization, which the organization chart does not represent and where most of the innovation and free flow of ideas live. This is the territory of the unwritten rules and the environment as a whole. The late Sumantra Ghoshal used to say that some companies’ atmospheres ‘resemble downtown Calcutta in summer’. That will give you an idea of what you need to avoid in your culture plan and why you need one.

‘THE GLUE’

We will work with you to create your organizational and culture strategy plan which sits above all the other plans and provides a reference for them. We will help you to visualize the journey that you need to embark upon and will draw with you the roadmap to ensure you arrive at several different destinations. You will find this overall culture map vital to provide sense to everything else. And we can use the word culture or avoid it altogether. Maybe we could call it your Glue Plan.

Talk to us today about your strategic Glue Plan – email uk-office@thechalfontproject.com or call us on +44 (0)1895 549158

Your Identity and Purpose

WHAT IS YOUR ORGANIZATION FOR? WHAT SPACES DO YOU WANT TO OCCUPY IN YOUR WORLDS? IF INSTEAD OF AN ORGANIZATION YOU WERE A COMMERCIAL BRAND, WHY WOULD ANYBODY BUY YOU?

OCCUPY YOUR UNIQUE SPACE

‘What’ are you? What is the space your team occupies in the organization? What spaces does the organization occupy within the company? Or the company itself? Is that the space you want? What do you want your stakeholders to experience? What’s your real purpose? Your identity? If your team or division was a commercial brand, what would be its value proposition? How would anybody feel about ‘buying it’? And which behaviours would be needed to make that brand live?

All these questions can hardly be answered by the organization chart or by cold mission statements. In a business world of escalating ambiguity and messiness, the organization chart gives only an illusion of comfort. Over a series of short interventions we will work with you and your people to discover and establish that space and plan for how to occupy it. It is about finding the real reason for your existence, perhaps the hidden purpose and the set of behavioural rules needed to thrive.

MISSION AND VISION TRANSLATED

Call it identity or purpose or raison d’etre, it is also team building, an in depth evaluation, and a big step towards collective leadership. You (your team, your division, your company), considered as a brand, is a powerful way to establish new foundations after restructuring for example. It can trigger a profound renewal. Looking at the team as a brand, can get everybody aligned not only around values and beliefs but also on behaviours, both internally and with your key interfaces. Even if you have your mission and vision statements on the wall, this is about making them live and translating them into the reality of our broader interfaces.

We often use this approach in the context of a broader leadership or change programme, perhaps as a prelude to Viral Change ™ or simply on its own to generate shared understanding of your real identity and real space and commitment to action.

If you are interested in discussing the advantages of treating your team, division or organization as a brand and how this can enhance significantly your common purpose and ultimately allow you to execute our mission more rapidly, get in touch.

Unpacking The 5 Principles of Smart Organizational Design

Move away from the endless discussions about ‘the future of work’ and the changes in working practices post-pandemic. Accelerate your way to a healthier and more flexible ‘structure’, using the only 5 principles you will ever need.

Now is the best time to restructure your organization – but not before considering how you do that. Our Design Principle, based on 5 key drivers, helps you stay ahead in this fast-changing environment.

  1. Structures: Monolithic or collaborative? Fixed or reconfigurable? Alpha or beta?
  2. Processes: Focus on efficiency or effectiveness? Incremental or radical change? Hierarchical or distributed decision making?
  3. Co-Working: Emphasis on the formal or informal organization (or a combination of both)? Teamocracy or Networkracy? Traditional or exploratory working units?
  4. Power: Centralised or devolved control? Strict role boundaries or collaborative autonomy? Hierarchical or distributed leadership?
  5. Complexity: Flexible or antifragile? Systems questioned in crisis mode only or inbuilt inflection points? Dominated by internal complexity or internal sophistication?


Discover more about all of these areas, make a judgement on where your organization is currently positioned against these 5 principles, and uncover ways to shift from one position to another.

Key learnings:

  • The questions that can guide you in your organizational redesigning process
  • Which structures are the best for different kinds of work and how can you continue analysing and adapting them
  • How you can improve co-working
  • How your organization can become anti-fragile

Duration:    

1 day (with the option of extending to 2)

Price:            

Per person cost – contact us for more information, stating your company name and approximate number of participants.

For more information:

Plotting the 7 Dimensions of Your Post-Pandemic Organization

A practical framework that allows you to scan and map your organization as it is today, followed by recommendations to address any possible imbalances

The 7 Dimensions of the Organization Framework has been developed by The Chalfont Project’s CEO Dr Leandro Herrero. This simple and practical tool guides you to ‘regroup’ in the post-pandemic world and reinvigorate the way you work or want to work in future.

How formal or informal is your culture? How centralised or decentralised is the structure? How much does your organization rely on hierarchical leadership, and how effectively does it utilise peer-to-peer networks and influence?

The analysis will give you a thorough understanding and a different view of your organization, outside the traditional parameters. It will also help you understand how to drive behavioural and cultural change within your organization, by highlighting the areas that may require additional focus or re-balance.

Key learnings:

  • Understand where your organization sits on each of the 7 Organizational Dimensions
  • Uncover the imbalances of perception within your team and find a consensus through a structured workshop
  • Receive guidance from our consultants in terms of redirections and changes needed
  • Learn what that means in terms of your organizational culture and in terms of opportunities for change and improvements

Delivery:

Workshop (virtual or in person options available)

Duration:

½ Day

Price:

Per person cost.

Contact us for more information, stating your company and approx. number of participants.  

For more information:

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