This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
This product (10 Principles of Organizational Design) is a 25-slide PPT PowerPoint presentation slide deck (PPTX), which you can download immediately upon purchase.
Leaders anticipate a constant need for Reorganization of businesses due to disruption and global changing scenarios. This Reorganization can be triggered by changing competitor landscape, customer behaviors, distribution channels, or Business Models.
Research shows leading companies to be in a near perpetual state of Organizational Transformation. This upsurge in Organizational Design initiatives is owing to the accelerating pace of strategic change caused by disruption of industries. Consequently, executives commence efforts to restructure the organization in the hopes of enhancing efficiency and perpetuating growth.
However, only about 25% of the Organizational Design initiatives succeed in achieving their anticipated objectives. This presentation talks about 10 guiding principles that apply to every company aiming to use Organizational Design to enhance Performance.
Topics discussed include elements of Organizational Design, Organizational DNA, Talent Management, Decision Rights, Organizational Charts, Corporate Culture, among others.
The slide deck also includes some slide templates for you to use in your own business presentations.
The presentation delves into the intricacies of Organizational Design, offering a comprehensive framework for executives to navigate the complexities of reorganization. The 10 principles outlined are not just theoretical; they are actionable insights drawn from extensive research and real-world applications. Each principle is designed to address specific challenges, from managing talent to aligning corporate culture with strategic objectives.
Executives will find the detailed breakdown of Organizational DNA particularly valuable. This concept helps in understanding the underlying behaviors and structures that drive organizational performance. The presentation also emphasizes the importance of decision rights and accountability, ensuring that leaders can implement changes effectively. The included slide templates provide a practical tool for communicating these concepts within your organization, making this PPT an essential resource for any leader committed to driving sustainable organizational change.
This PPT slide outlines ten principles of organizational design that organizations can adopt to navigate disruption effectively. It emphasizes that there is no one-size-fits-all approach to reorganization, as different enterprises face unique challenges. The initial text highlights that organizations may shift their business models, focusing more on customer-centric strategies or adopting new systems and behaviors. This indicates a need for flexibility in organizational structures.
The principles listed on the slide serve as a framework for guiding reorganization efforts. The first principle warns against being trapped by previous initiatives, suggesting that organizations should remain agile and open to new ideas. The second principle stresses the importance of considering various organizational design elements, which implies a holistic view is necessary for effective restructuring.
The third principle advises that the organization chart should be a final product of the reorganization process, indicating that structural changes should follow strategic decisions rather than precede them. The fourth principle highlights the need to prioritize top talent, ensuring that key individuals are retained and engaged during transitions.
Encouraging responsibility is the focus of the sixth principle, which suggests that empowering employees can lead to better outcomes. The seventh principle cautions against blindly applying best practices, implying that context matters. The eighth principle emphasizes aligning organizational hierarchy with strategic objectives, ensuring that the structure supports the overall goals.
Lastly, the principles advocate for efficient use of corporate culture and practices, along with giving importance to intangible elements of the organization. This comprehensive approach aims to create a resilient organization capable of adapting to ongoing changes. Overall, these principles provide a strategic lens for organizations looking to enhance their design in the face of disruption.
This PPT slide presents findings from research conducted by Strategy& and PwC, emphasizing the critical role of decision rights in organizational design and strategy execution. It highlights that among various elements of organizational design, information and decision rights significantly influence successful strategy implementation. The data indicates that these 2 factors are notably more impactful than organizational structure or motivators.
The slide features a bar chart displaying the average strength index scores for 4 key elements: Information (54), Decision Rights (50), Motivators (26), and Structure (25). The scores suggest that while information and decision rights are relatively strong, motivators and structure lag considerably behind. This disparity underscores the necessity for organizations to prioritize enhancing decision rights and information flow to drive effective strategy execution.
The findings suggest a shift in focus for executives. Rather than concentrating solely on traditional motivators or structural adjustments, organizations should invest in clarifying decision rights and improving access to information. This approach can lead to more agile decision-making processes and better alignment with strategic goals.
The conclusion drawn from this research is clear: organizations that effectively manage decision rights and information flow will likely see a more profound impact on their overall performance. This insight is particularly relevant for C-level executives looking to refine their organizational design and improve execution capabilities. The slide serves as a call to action for leaders to reassess their current frameworks and consider how they can better empower decision-making within their teams.
This PPT slide presents a critical perspective on organizational transformation, specifically addressing the misconception that altering the organization chart is the most vital step. It emphasizes that while many leaders prioritize changes to the organizational structure, this approach may not yield significant improvements in operational effectiveness. The slide argues that merely adjusting reporting lines can lead to temporary cost reductions, but fails to address deeper, systemic issues within the organization.
Key points highlight that structural changes alone can result in the re-emergence of previous inefficiencies, as they do not fundamentally alter how the business operates. The slide suggests that a comprehensive organizational design should involve multiple interventions that target various elements of the organization to achieve a desired state.
Several root causes of organizational problems are identified, including increased competition, outdated business models, and inefficient decision-making processes. These issues are exacerbated by factors such as poor information flow and unproductive meetings. The slide advocates for a more holistic approach, urging leaders to prioritize these underlying issues before making structural changes.
The takeaway is clear: leaders must first identify and confront the core challenges their organizations face. Only then can they effectively adjust the structure to align with the resolution of these issues. This insight is crucial for executives looking to drive sustainable change and enhance overall organizational performance.
This PPT slide presents a framework for effective reorganization through the lens of Organizational Design. It emphasizes that reorganization is inherently complex, and a structured approach can help leaders identify and prioritize essential elements. The slide outlines eight fundamental elements crucial to all organizations, regardless of their business model or sector. These elements are categorized into 4 pairs, each pairing a tangible element with an intangible counterpart.
The first pair consists of Decisions and Norms, highlighting how decision-making processes are influenced by established norms within the organization. The second pair, Motivators and Commitments, focuses on how external motivators can shape employee commitments and their overall engagement with work. The third pair, Information and Mindsets, addresses the importance of how information is processed and its impact on employees' perceptions and attitudes. Lastly, the pair of Structure and Network illustrates the relationship between formal reporting lines and the informal networks that facilitate collaboration among employees.
The slide suggests that leaders should concentrate on fewer, prioritized transformation initiatives that will yield the most significant impact on their organizations. This approach encourages a more focused strategy rather than spreading resources too thin across multiple initiatives. By leveraging these eight elements and their interconnections, leaders can navigate the complexities of reorganization more effectively, ensuring that their efforts align with the organization's overall goals.
This PPT slide presents a principle focused on aligning organizational hierarchy with strategic objectives. It emphasizes that each company's organizational chart is unique and cannot be replicated across different entities. The core idea is that the structure should reflect the business strategy and highlight the essential capabilities of the organization.
The overview section underscores the importance of a tailored approach to designing an organogram. It suggests that leaders must consider their specific organizational objectives when determining accountabilities and hierarchy. This indicates that a one-size-fits-all model is ineffective, as different companies have varied needs and strategic goals.
In the details, the slide discusses the implications of organizational layers. It notes that while adding layers can free up executive time, it may hinder effective communication and information flow. Conversely, reducing layers can facilitate quicker dissemination of information, but may lead to managers overseeing too many direct reports, which can be overwhelming.
The decision regarding the structure—whether to maintain a narrow or broad hierarchy—should be informed by several factors. These include the nature of the work, the organization’s management style, geographical spread, technology in use, and the level of teamwork required. This nuanced approach suggests that leaders need to carefully evaluate their specific context to create an effective organizational structure that supports their strategic aims.
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
For $10.00 more, you can download this document plus 2 more FlevyPro documents. That's just $13 each.
ABOUT FLEVYPRO
This document is part of the FlevyPro Library, a curated knowledge base of documents for our FlevyPro subscribers.
FlevyPro is a subscription service for on-demand business frameworks and analysis tools. FlevyPro subscribers receive access to an exclusive library of curated business documents—business framework primers, presentation templates, Lean Six Sigma tools, and more—among other exclusive benefits.
The average daily rate of a McKinsey consultant is $6,625 (not including expenses). The average price of a Flevy document is $65.
Trusted by over 10,000+ Client Organizations
Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.
Read Customer Testimonials
"I like your product. I'm frequently designing PowerPoint presentations for my company and your product has given me so many great ideas on the use of charts, layouts, tools, and frameworks. I really think the templates are a valuable asset to the job."
– Roberto Fuentes Martinez, Senior Executive Director at Technology Transformation Advisory
"Flevy.com has proven to be an invaluable resource library to our Independent Management Consultancy, supporting and enabling us to better serve our enterprise clients.
The value derived from our [FlevyPro] subscription in terms of the business it has helped to gain far exceeds the investment made, making a subscription a no-brainer for any growing consultancy – or in-house strategy team."
– Dean Carlton, Chief Transformation Officer, Global Village Transformations Pty Ltd.
"As a consulting firm, we had been creating subject matter training materials for our people and found the excellent materials on Flevy, which saved us 100's of hours of re-creating what already exists on the Flevy materials we purchased."
– Michael Evans, Managing Director at Newport LLC
"As a consultant requiring up to date and professional material that will be of value and use to my clients, I find Flevy a very reliable resource.
The variety and quality of material available through Flevy offers a very useful and commanding source for information. Using Flevy saves me time, enhances my expertise and ends up being a good decision."
– Dennis Gershowitz, Principal at DG Associates
"I have used FlevyPro for several business applications. It is a great complement to working with expensive consultants. The quality and effectiveness of the tools are of the highest standards."
– Moritz Bernhoerster, Global Sourcing Director at Fortune 500
"As a young consulting firm, requests for input from clients vary and it's sometimes impossible to provide expert solutions across a broad spectrum of requirements. That was before I discovered Flevy.com.
Through subscription to this invaluable site of a plethora of topics that are key and crucial to consulting, I
have been able to exceed expectations and deliver quality advice and solutions to my clients. The quality and expertise of the authors are exemplary and gives me great confidence to use as part of my service offerings.
I highly recommend this company for any consultant wanting to apply international best practice standards in their service offerings.
"
– Nishi Singh, Strategist and MD at NSP Consultants
"I am extremely grateful for the proactiveness and eagerness to help and I would gladly recommend the Flevy team if you are looking for data and toolkits to help you work through business solutions."
– Trevor Booth, Partner, Fast Forward Consulting
"As a small business owner, the resource material available from FlevyPro has proven to be invaluable. The ability to search for material on demand based our project events and client requirements was great for me and proved very beneficial to my clients. Importantly, being able to easily edit and tailor
the material for specific purposes helped us to make presentations, knowledge sharing, and toolkit development, which formed part of the overall program collateral. While FlevyPro contains resource material that any consultancy, project or delivery firm must have, it is an essential part of a small firm or independent consultant's toolbox.
"
– Michael Duff, Managing Director at Change Strategy (UK)
Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.