Structures should follow strategy. But in practice structures follow what people experience as success. That can be business results. But perceived success can also be singing the right song and waving the right flag. That is why so often a change of structure inhibits performance, drains energy and creates cynicism.
The capability to make structural change effective is fundamental to evolving advantage.
Actuating the potential
Our basic approach is to create organizational success before all of the new structures are in place. We support the design of new organizational models, in accordance to strategy, areas of know how, resources, or business processes. The guiding principle is to have change in structure deliver tangible business results within few months. If you bet on long term change the pre-change culture will prevail.
We introduce a process that makes members of a new structure collaborate informally, but effectively from the first minute on. People experience how new leadership and new lines of collaboration work out and evolve the capabilities of being aligned in working together. With the experience of succeeding the new structure becomes valid and ceases to be a problem.
With our guidance effective ways of working are practiced for managing and collaborating across organizational units. Thus the lasting competence develops to achieve results within this structure. Acceptance of change grows with this experience that the structure is working.
While this experience of effectiveness becomes tangible, we help to deeper formalized and role out the structure. The next step is to provide the process to fine-tune roles and to help people to qualify themselves for new levels of performance