Most teams and organizations degenerate to a condition where they are perfectly designed to obtain the results that they are currently getting. This type of accidental evolution is usually a combination of healthy adaptation, pursuit of personal agendas, force fitting of external mandates, and tweaks to one part of the system. These forces create misalignment and results in the “degeneration” of the organization to the point where results for shareholders, customers or team members may become unsatisfactory. Corte can be the catalyst for making improvements that will last.
New Organization/Team Design
Corte assists organizations plan and establish new “greenfield” organizations and teams prior to start up. Starting with an intentionally designed organization or team can help avoid all kinds of start up and organizational evolution problems. With new organizations we typically:
- Define the new group’s core purpose, desired results, job descriptions and level of flexibility. Define measurement system, reporting relationships, consequence/reward system and other core aspects of design.
- Define how the groups will interact with suppliers, customers, peer groups, and what autonomy it has relative to its parent group.
- Define how the jobs and people will interact with technology/processes and how to make jobs good for the company and its people.
- Define the groups’s operating model, what meetings will be held, what information will be shared, the decision matrix, and role of leaders and members in daily operation and critical events.
- Define cultural and behavioral norms.
- Develop selection standards for hiring members.
- Develop implementation plans so that groups start up understanding the design of their organization and are able to execute on their purpose.
Corte works with existing organizations and teams, not to just reorganize the organizational structure, but to make the structure and social system work together to provide superior results. We help clients avoid partial redesigns where one or two aspects of the organization change but others lag and restrict performance. We typically:
- Assess the organization to determine opportunities for performance improvement that may include innovation, flexibility, customer intimacy, operational excellence or cost reduction.
- Determine aspects of the overall organization design that are “in-bounds” and “out of bounds” for examination and improvement. We seek to ensure that the crucial elements of the structural and social system are in bounds so that there can be alignment.
- Include in the scope for a full organization redesign the refining of the organizational units so there is no confusion about each group’s responsibilities. We predict interdependencies between units and define the coordinating mechanisms needed.
- Establish the jobs and reporting structures for each unit, within an overall cost target that will make the new organization profitable. “Design thinking” is used to involve stakeholders across groups and to iterate the design until it meets operational and cost targets.
- Align other aspects of the structural and social systems to make the new organization effective. This includes the operating model, behavioral and cultural norms, and the skill sets needed among members.
- After the new organization design is refined, the people are aligned to the new organization and a final cost/benefit analysis is done to make sure the new organization will achieve objectives and there is full leadership buy-in.
- A plan for implementation is created.
Organizational Merger Integration
Corte assists with the integration of newly combined organizations. Mergers and acquisitions require the careful design of a new organization that will bring value to the merger. We begin by defining that value so the combined organization can move in that direction.
- Rather than a political or power based solution to merger integration, Corte uses Intentional Design to create a combined organization that has alignment between the structural systems (ie the org structure and operating model) and the social systems (ie the skills of employees and the cultural norms).
- We use the Rapid Design Process to develop the new combined organization. We examine all aspects of the organization that are determined to be in scope. The new design might be more like one of the legacy organizations or entirely new, depending on the results of the assessment and the design process.
- Critical elements of the structural and social system will be defined so that members can have accurate expectations for how the new organization will operate. This will help members leave behind their old understanding of how the organization operates and make the new organization effective much more quickly.
- We create baseline metrics for the combined organization and a scorecard for tracking progress so that there is accountability for implementation.
- We work with the client to socialize the new design with those that will have to implement it. We work with leaders to make sure they can articulate the reasons for change and the nature of the changes so they can stand behind it and make it work.
- Align other aspects of the structural and social systems to make the new organization effective. This includes the operating model and the behavioral and cultural norms.
- We develop a detailed implementation plan so that the combined organization is implemented with excellence.