The process begins with an understanding of the organization and its environment. The Diagnosis process documents and helps answer these questions: Who are We? Where are we headed? What are our Challenges? What do we do well, and what else do we have to do to improve? This is used to set improvement priorities and drive the creative Design or redesign processes that improves the organization’s performance.
Design concepts are integrated in 3 competencies: Strategic Leadership, Execution Excellence, and Organizational Learning. Execution Excellence – Employees needs to be driven and focused on providing excellent service that the customers expect. Organizational Learning - cycles need to be driven from organizational and personal learning, managing by fact (Smart People who manage by intuition armed with facts), and innovation to create competitive advantage. Organizational learning entails that the organization should chart a Strategic path to develop both Competencies (Leadership & Execution)Focus on the linkages identified in the Blueprints when you are going through an Evaluation and Redesigning your Organization’s Systems.
Transformation is the implementation of the new Designs that leads to the organization’s transformation. From Light bulb ideas to Execution…The Journey consists of all 3 components: Diagnosis, Design, and Finally Transformation. Transforming an organization does not happen in 1 day, it takes years. It involves a cycle of learning. During the Transformation stage, leaders will have to face multiple challenges arising from the ongoing changes in the organizations, which may also include resistance from other parties within the organization. These challenges will test their abilities to lead a large-scale organizational change.
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