Page 11 Share Cite Suggested Citation: The National Academies Press. The many potent forces in these environments—competition, technological innovations, professionalism, and demographics, to name a few—shape the process of organizational adaptation. As a result, organizations may shift focus, modify goals, restructure roles and responsibilities, and develop new forms.
Free up the creative energy in your organisations and teams. Have you been wondering how to take your organisation or team performance to the next level? Many leaders are scratching their heads and wondering how to truly build a highly engaged, high-performing organisation or team, one that generates sustained capacity to achieve outstanding results.
Intersol has the tools, methodologies and expertise to help you engage your managers and employees in building and sustaining a healthy and effective working environment.
Our service areas include high performance organizations, organizational change and transition, and team development. High Performance Organizations What is a high performance organization?
It is an organization whose structures, systems Oiganization change and design processes are all aligned towards the achievement of clearly articulated goals and objectives.
Here are some examples of how Intersol can work with you to help you create and sustain a high performance organization: We help you assess how well your current structure is adapted to your context and goals, and if necessary design a new, better adapted structure.
By structure, we refer to the formal hierarchical relationships as well as the coordinating mechanisms, like teams and committees, that support horizontal integration across the organizational units. Organizational Systems and Processes: How are decisions made in your organization?
How do you manage and communicate information? How do products flow through the system? Intersol helps you examine these questions, identify areas for improvement, and design solutions that increase your organizational resilience.
One of our core offerings in this area is Lean Employee Engagement: This is what makes an organization really come alive and exceed expectations. We help our clients understand their own engagement drivers and dynamics, and develop and implement effective strategies to fully engage their employees.
Board Development and Governance: Organizational Change and Transition Are you planning or implementing a change initiative, large or small, that will require people in your organization to think, act, or work in a new way?
Are you undergoing or planning to undergo an organizational transformation? Are you encountering resistance as you try to implement changes in your organization? Intersol offers managers a structured approach to guiding organizations and employees through change to desired outcomes.
Our approach improves change outcomes; increases the probability of success helps make the change more sustainable, improves the experience of employees going through the change, and builds change competence within the organization.
In short, we can support you in planning and managing change and transition in a way that creates lasting results. Our approach is research based, scalable, and customized; it takes a whole-system perspective and allows for knowledge and skills transfer.
We offer the following change management consulting services: These forces are the most vital ones to the success of your change management efforts. They are both affected by the change, either directly or indirectly, and instrumental to its successful implementation.
Their concerns and needs must be understood and continued engagement is crucial. The change process can be split into three phases: Phase 1 — Trigger the Change by understanding the need for change and preparing the organization for the effort.
Bring key employees and stakeholders in to Co-Develop Strategy that aligns with the values and mandate of the organization. Include a set of key performance indicators that will help you monitor your progress.
Be sure to Secure the Resources you will require including people, budget, technology, leadership approval and sponsorship. Phase 2 — Implement the Change effort, starting with a project plan just as you would for any major project. Provide Training as required to help employees and stakeholders develop required skills.Organizational change is pervasive today, as organizations struggle to adapt or face decline in the volatile environments of a global economic and political world.
The many potent forces in these environments—competition, technological innovations, professionalism, and demographics, to . Ch11 - Organisation theory design and change gareth jones 1. Organizational Theory, Design, and Change Sixth Edition Gareth R. Jones Chapter 11 Organizational Transformations: Birth, Growth, Decline, and Death.
Poor organizational design and structure results in a bewildering morass of contradictions: confusion within roles, a lack of co-ordination among functions, failure to share ideas, and slow.
Organizational Design And Change 1. Organizational Design and Change 2. irstmost important thing to know about Organizational Design“ there is no best structure available anywhere. There are no good or bad structures. In the rush to implement a new organizational design, many leaders fall into the trap of going live without a plan to manage the risks.
Every organizational redesign carries risks such as interruptions to business continuity, employee defections, a lack of personal engagement, and poor implementation. The tools you need for organization design work, such as the ‘nine tests of good design’, ‘value chain maps’ and ‘organisation models’, and how to use them; The process of organization design – the steps of analysis, who should be involved, how long it should take, how changes should be communicated and your role in the process.