Organisation Design & Development

The workforce of the future is evolving at a rapid pace. For organisations to survive in the long term, they need to consider how technological and other environmental changes are impacting the work their employees do today and how it will evolve over time.

It is important to constantly check the organisational health of your business and ways you can improve and enhance its efficiency and effectiveness. Some things you might consider are:

• Understanding your people, processes, technology and cost of your business (your operating model).
• Defining your vision and purpose and design criteria to achieve your strategy and build strong employee engagement.
• Having a clearly articulated business strategy with strong leadership alignment.
• Creating a diverse workforce who are engaged and motivated to deliver on your goals.
• Creating a culture that enables a positive employee experience, drives organisation performance with the right behaviours and is aligned to your future goals.
• Understanding your customer behaviour and trends to anticipate future growth.

Organisational Development (OD) is often used as an all-encompassing term related to the process of improving the overall performance and effectiveness of an organisation through its people. Broadly speaking, OD can involve the design and development of an organisation’s culture, the capabilities and behaviours required to deliver on that culture, leadership development, talent management and succession planning, organisational design, employee engagement, diversity and inclusion and learning and development.

Organisational Design (also often referred to as OD) is about creating an organisational framework and structure that aligns with strategic goals and objectives of the business and should improve its overall efficiency and effectiveness. The structural lever is often pulled too early leading to other problems down the track. It is important to consider the following before embarking on this path:

• Understand the customer needs and your organisations value and/or supply chain. That is, how is the work/service/product currently delivered?
• Understand why you need to redesign your organisation and make structural change.
• Understand the business processes, workflows, roles and responsibilities, volumes of work, activity analysis and resources.
• What is required to equip the business for growth and enable the business to transition over time?
• Understand the current capability within the team and be clear about the future capabilities required.
• What planning has been done to manage the transition from the old structure to the new?
• How will you implement and monitor the change?
• Most importantly, understand how your people are impacted through this change and what support will you have in place through the transition.

shilo.consultants can support you in focusing on the right organisational design and development strategy and opportunities to support ongoing sustainability and growth, some of which are listed below:

• Review and redesign the operating model and practices across your entire organisation or specific functions.
• Design a detailed organisation structure, including accountabilities, capabilities and key performance indicators.
• Redesign ways of working to ensure an effective organisational structure.
• Review and redesign governance frameworks to enable effective decision making in the new structure.
• Develop tools to ensure smooth transition to the new structure (e.g. job descriptions, staff communication and engagement plans).
• Develop people transition principles and change impact assessments.
• Develop organisational competency and capability frameworks that help define the behaviours and skills (human and technical) critical to sustainable business growth and success.
• Create and implement a diversity and inclusion strategy, including the overall objective, targets and measures of success.
• Design and develop leadership development frameworks and programs aligned to your business needs.
• Undertake a review of the current culture, develop a “to be” culture and build an implementation plan based on the gap analysis.
• Recommend and implement an approach to the measurement and improvement of employee engagement.
• Create a learning approach that focuses on developing the critical skills and capabilities required to accelerate the growth and success of your business.