Organizational design is a step-by-step methodology which identifies dysfunctional aspects of work flow, procedures, structures and systems, realigns them to fit current business realities/goals and then develops plans to implement the new changes. The process focuses on improving both the technical and people side of the business.
Why most operational excellence starts in the wrong place The moment you realise you don’t understand the work A few years ago, I was working with a large public service organisation that had formally launched what it called a ‘transformation programme’. On paper, everything looked right. There was a central team, a roadmap, a set…
In school, it might be the “3-R’s” of Readin’, Ritin’, and ‘Rithmatic that get you through, but in business its Robustness, Readiness, and Resiliency. And the order matters more than you might realize. I was standing at the back of the room at a conference a few years ago — one of those events where…
ByHBR.org
Summary. Sustained organizational performance comes from systems that amplify the right things, not individual brilliance. Yes, hiring and rewards matter for performance, but leaders who want sustained elite performance should ask different questions about talent: 1) What is our system teaching people every day? 2) Where standards are enforced socially? and 3) Which routines actually shape learning,…
Achieving sustainable growth in any business can often be challenging. A recent study of growth, published in the Harvard Business Review, of 10,897 publicly held companies over a 43-year period showed only the upper quartile of firms achieved an inflation-adjusted growth of 11.8 % per annum. Of the top quartile of firms, only 15% were…
Headline: “Business Metrics Gone Awry: The Dark Side of Relying Solely on KPIs” Subheading: “Corporate Missteps Highlight the Pitfalls of Blindly Chasing Key Performance Indicators” We read about it all the time; in a shocking turn of events, the business world is abuzz with meteoric fall of some company and its CEO, its CFO, or…
I wrote an article entitled “The Strategic HR Department” where I shared my thoughts on the characteristics of a Human Resources Department that is strategic with a purpose of being an accelerant of the organization’s ambitions rather than one that is a bureaucracy whose emphasis is on compliance. Of course, compliance is an important responsibility…
