Question 1

What are the typical steps in an organizational design process?

Accepted Answer

Many organizational design approaches follow a multi-step sequence; this deck references a 10-step process and focuses on the initial 3 stages: Step 1 Vision and Business Architecture, Step 2 Clarifying Design Criteria, and Step 3 Defining Capabilities and Competencies — the first 3 steps.

Question 2

How do you conduct a capability analysis to inform strategy?

Accepted Answer

Capability analysis combines internal assessment and external comparison to identify strengths, weaknesses, and gaps that affect strategic options. The process typically uses stakeholder input and competitor comparison to validate findings and prioritize capabilities using a capability analysis framework and competitor comparison.

Question 3

What is the Venkat Matrix and how is it applied in capability assessment?

Accepted Answer

The Venkat Matrix is a framework for assessing the strategic importance and relative competitive position of organizational capabilities. It helps identify which capabilities warrant investment or protection by plotting importance versus competitive position using the Venkat Matrix.

Question 4

What should I look for in an organizational design toolkit for a mid-size company?

Accepted Answer

Prioritize reusable templates for vision and business architecture, a design criteria checklist for structure decisions, competency mapping tools, a capability analysis framework, and workshop agendas to engage stakeholders; these elements are included in Flevy's Organizational Design and Capability Analysis as core deliverables.

Question 5

How should I evaluate the cost versus value of buying org design templates?

Accepted Answer

Compare templates on adaptability to your context, expected time savings, and ability to support workshops and diagnostics. Value increases if they include practical outputs like competency mapping tools and a Venkat Matrix template that you can reuse across projects, such as the competency mapping tool.

Question 6

I need to redesign a business unit after a merger — what framework aligns structure with strategy?

Accepted Answer

Begin with Vision and Business Architecture to define the proposition, apply Clarifying Design Criteria (balance, transparency, separation) to guide structure choices, then define Capabilities and Competencies and run capability analysis to surface gaps; start with the clarifying design criteria.

Question 7

How do I map competencies to roles and processes in practice?

Accepted Answer

Identify key processes, list required skills at organizational, process, and individual levels, then group skills into competency pools and map them to specific roles and processes. Use a competency mapping tool or competency pools to document and prioritize required skills.

Question 8

How can workshops accelerate organizational design, and what should agendas include?

Accepted Answer

Workshops engage stakeholders early, generate alignment, and surface practical design inputs. Sample agendas include a 90-minute Vision and Business Architecture session, a 60-minute Design Criteria workshop, and a 90-minute Capabilities and Competencies session to produce draft artifacts and stakeholder agreement.

Organizational Design and Capability Analysis – PowerPoint PPT Template

ORGANIZATIONAL DESIGN PPT TEMPLATE DESCRIPTION