To remain competitive, contemporary organizations must be able to operate in an increasingly complex and dynamic business environment. Achieving high performance is no longer enough. The challenge is for leaders to build the organization’s capability to be effective even as requirements and standards for performance change. Shaping organization effectiveness requires a deliberate and thoughtful process in which environmental conditions are designed to mobilize support for the organization’s vision and strategy. When required conditions for support are present and function in harmony, the organization has the capacity to achieve its desired position in the marketplace.
When should we consider Organization Design?
Anytime your organization reconfigures to accommodate a merging business, a new business model, a new product or service, a new market, a new operation, a new executive, a new strategy, or a new process, the organization’s design is undergoing change. The question to be considered is whether the resulting design will be determined by default or whether the design change will be thoughtfully considered with all other important conditions to optimize effectiveness. While such significant changes clearly indicate the need for a deliberate process of organization design, the cumulative effect of less significant changes may also indicate such a need.
Consider that your organization is currently designed to get the results it’s getting. If those results do not meet your expectations, it’s time to reconsider whether your organization’s design is serving you well. What may once have functioned smoothly may soon become misaligned as your organization makes frequent changes in plans, policies and practices, work processes, technologies and personnel. It is prudent to take a thoughtful approach to design whenever such changes occur to avoid unexpected consequences.
Where should Organization Design be initiated?
It is always advisable to design from a comprehensive approach that is initiated with the most fundamental question: Where are we going and what’s going to get us there? Whatever shape or form design takes, it should be purposeful and support the organization’s desired direction and required function. Therefore, it is sensible to initiate Organization Design at the corporate strategy level. Nevertheless, legitimate organization design efforts can be accomplished at other levels of the organization where further alignment with overall purpose and strategy is desired. In such cases, design is best initiated at a level where there is leadership with Profit and Loss accountability.
How does COREVIS support your organization design?
Shaping organization effectiveness requires thoughtful organization design at all levels of an organization where conditions for strategic support can make a meaningful difference. The COREVIS approach to design is one that is customized to your needs and is focused on the results that matter most to you. In order to realize the direct benefits of design and its long-term value, COREVIS helps executives and their leadership teams adopt a strategic approach to design and to identify and influence the critical factors for success. COREVIShelps you develop a framework for organization design that outlines the key principles you choose to guide your design and captures your critical considerations for design. In addition, COREVISworks with you to develop and implement a process for organization design that includes key requirements for success, such as the need to educate and engage key stakeholders, include important perspectives, generate effective and practical design options, build collaboration and integration at all levels. COREVIS partners with you to assure that the process as well as the outcome of design creates value.
What are some of the benefits of Organization Design?
Organization operates more efficiently as counteractive forces are reduced or eliminated
Organization functions more effectively as elements are designed for a particular outcome
Intended results are more readily achieved as unintended consequences are reduced
People experience less stress as barriers to success are removed
Communication across organizational boundaries is improved as design is integrated
Workers increase their awareness of how their work impacts the rest of the organization
Individual contributors fully engage and commit to improve effectiveness
Innovations emerge as design options are generated
Leadership is cultivated as people recognize opportunities to make a difference
What can be expected of a COREVIS Consultant?
Listen and learn about what matters to you before proceeding
Fully consider the realities of your particular organization and customize the approach to you
Partner with you by utilizing our respective areas of knowledge and expertise
Provide ongoing opportunities for all to reflect, learn and adjust as the process unfolds
Respect your leadership role and support you to build competency in organization design
Help develop your organization’s capability to design for effectiveness on an ongoing basis
Who does Organization Design for COREVIS?
COREVIS draws from a network of over 50 experienced consultants from 16 countries around the world. They speak 11 different languages including Danish, Dutch, English, French, German, Hindi, Korean, Mandarin, Portuguese, Spanish and Swedish. Our organization design consultants are experienced in the oil and gas industry and in a variety of business settings.