Organizational Structure and People System

Our workshops have been designed with a particular client need in mind. In all cases the existing design is then further tailored depending on the client’s sector/ industry; strategy, issues…

Organizational Structure and People Systems – the need…

To “Design & Implement a Requisite Structure & Helpful Systems”

A sensible structure and helpful/ productive systems are two of the major elements of any organizations capability to deliver on its strategy or plans

Our work in this area introduces three challenges:

Role Definition & Understanding the Work of the Role
– how to transcend job/role/position descriptions?
Work Performance Conversations
– how to transcend performance appraisals and
Future Work Conversations
– how to transcend traditional talent management

A Sensible Structure – Role Definition Workshop & Process

“Understanding the Work of the Role”

“Ensure that your structure i.e. ‘the definition, alignment & positioning of roles’ in your organization is able to support your strategy” – A Two Day Workshop addressing structure as an enabler of strategy and an ongoing process that can be internally facilitated

Purpose

To facilitate a structural review based on levels of work and output orientated management which can be cascaded throughout the organization

Outcomes

Increased skill in:

Designing a requisite structure
Evaluating and designing roles
Articulating outputs and measures as a basis for performance management

Increased knowledge of:

Levels of Work (Jaques, E)
Output Orientated Management (Reddin, W.J)

Personal growth through experiencing concepts by participating in:

A structural design activity
A review of monthly meetings activity
Quizzes and
Personal role review

Documentation of:

All workshop task outcomes (to be provided by ourselves within 48 hours of workshop completion)
A draft role definition document for each participant
A process map for cascading Role Definition – Understanding the Work of the Role into the broader organization or part thereof

Participants

The leader and his or her natural team members from a Head of department/ Function or more senior team level as a minimum to start with.

Workshop Delivery Requirements (People)

Team leader to spend 15 minutes at the front end setting context
One facilitator to be provided by ourselves initially although we can train and accredit internal facilitators should there be a requirement to cascade the process and run additional workshops

Recommended Pre & Post Workshop Activities/Requirements

Pre – Read texts on Levels of Work and Output orientated Management (to be provided by ourselves)
Post – Review the workshop report (to be provided by ourselves)
– Evaluate draft role definition and submit to manager for review
– Manager to review draft role definitions with the next up manager

Workshop Topics

Organizational Capability Model
Structure
– Symptoms of poor structuring
– Causes of poor structuring and
– Remedies for poor structuring
– Work, well-being and organizational structure
Role Titles
Role Type – Operational, service, Support & developmental roles
Role Balance – People, Scheduling & technical Work
Role Purpose Statements
Outputs & Measures – the 10 Criteria for effectiveness
Role Required Capabilities and a Capability Model
Role Invested Authorities and a Model of Managerial Authority and Accountability
Role Relationships and their Nature
The link between objective setting, outputs and measures
The RAC Role Definition Process – Systems Review and Alignment to Client Needs

Logistics

Duration – Two days
# of attendees – Whatever the size of the natural team is (typically ten to fourteen people)
Typical location or site – Off site training room/ hotel/ motel/ conference centre
Residential requirements – Residential is preferable but not essential

Resources

We provide electronic copy of a modified Toolkit (workshop manual) to the client for printing as well as electronic copy of all handouts not appropriate for inclusion into the Toolkit

Venue Requirements

Whiteboard, butchers paper stands & stationery
Main U-shaped area as well as two fully equipped breakaways

Work Performance Conversations and Development in Role

(A Workshop & Process)

“Transform appraisals into performance conversations” – A Two Day Workshop and an ongoing process that can be internally facilitated

Purpose

To implement an alternate approach to performance management premised on work performance conversations at four levels:

Leader Member Review
Team Review
Customer Supplier Review
Project Review

Outcomes

Increased skill in:

Self assertion
Giving Feedback
Getting Feedback
Avoiding perceptual bias
How to take corrective action for:
– Misconduct vs.
– Unsatisfactory work performance
Creating development plans
Task formulation, assignment & review

Increased knowledge of:

Principles of communication
Communication styles
Assertion, Active & Passive Aggression and Non-Assertion
Perceptual Bias
Individual capability
Work & well-being

Personal growth through experiencing concepts by participating in:

Role plays
Case studies
A forced ranking rescue activity

Documentation of:

A process map for cascading Work Performance Conversations into the broader organization or part thereof

Participants

The leader and his or her natural team members from a Head of department/ Function or more senior team level as a minimum to start with.

Workshop Delivery Requirements (People)

Team leader to spend 15 minutes at the front end setting context
One facilitator to be provided by ourselves initially although we can train and accredit internal facilitators should there be a requirement to cascade the process and run additional workshops

Recommended Pre & Post Workshop Activities/Requirements

Pre – Read ‘The 364 Day Appraisal’ & ‘The Hitch Hikers Guide to Managerial Authority &
Accountability’ (to be provided by ourselves)
Post – Conduct a formal work performance conversation at any two of the four identified levels within two weeks

Workshop Topics

Work & Well-Being & the need for Recognition
Principles of Communication
The Johari Window
How to Give and Get Feedback
Transactional Analysis
Self-Assertion
Perceptual Bias
The RAC Work Performance Conversations Process – Systems Review and Alignment to Client Needs

Logistics

Duration – Two days
# of attendees – Whatever the size of the natural team is (typically ten to fourteen people)
Typical location or site – Off site training room/ hotel/ motel/ conference centre
Residential requirements – Residential is preferable but not essential

Resources

We provide electronic copy of a modified Toolkit (workshop manual) to the client for printing as well as electronic copy of all handouts not appropriate for inclusion into the Toolkit.

Venue Requirements

Whiteboard, butchers paper stands & stationery
Main U-shaped area as well as two fully equipped breakaways
Video playback facility

Future Work Conversations and Development beyond Role

(A Workshop & Process)

“Plan for your Future”

A Two Day Workshop and an Ongoing process that can be internally facilitated

Purpose

To introduce a process to ensure talent management and development beyond role premised on future work conversations between the individual and their next up manager i.e. their direct manager’s manager
It is important to stress that ‘future work’ encompasses: Post – Conduct a formal future work conversation with at least two members at the next down level within two weeks

Workshop Topics

Work & Well-Being & the need for Recognition
Perceptual Bias
Mentorship – Tips & Traps
The RAC Future Work Conversations Process – Systems Review and Alignment to Client Needs
Scenario Planning
Alignment between Organizational and Individual Capability Models

Logistics

Duration – Two days

# of attendees – Whatever the size of the natural team is (typically ten to fourteen people)
Typical location or site – Off site training room/ hotel/ motel/ conference centre
Residential requirements – Residential is preferable but not essential

Resources

We provide electronic copy of a modified Toolkit (workshop manual) to the client for printing as well as electronic copy of all handouts not appropriate for inclusion into the Toolkit

Venue Requirements

Whiteboard, butchers paper stands & stationery
Main U-shaped area as well as two fully equipped breakaways
Video playback facility