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 (Organizational Design Framework Primer) is a 28-slide PPT PowerPoint presentation slide deck (PPTX), which you can download immediately upon purchase.
Organizational Design (OD) is a structured approach to aligning the structure, processes, and systems of an organization to achieve its strategic objectives and enhance performance. It encompasses various components, including defining the purpose of reorganization, determining supportive behaviors, and designing the organizational structure accordingly.
Organizations undertake OD for a variety of reasons, including increased Employee Engagement, Agility, Efficiencies, Innovation, Competitiveness, among other benefits. Despite the potential benefits, less than 25% of OD efforts are successful.
This PowerPoint presentation serves as a primer to a modern Organizational Design Framework, which addresses both the structural and behavioral elements, and is defined by a 6-phase approach:
1. Current State Assessment (CSA)
2. External Benchmarking & Market Analysis
3. Vision & Goal Setting
4. Design Iteration & Prototyping
5. Behavioral Change Management & Communication
6. Continuous Improvement
Each of this phase is explained in detail. This emphasis on effecting long-term Behavioral Change is inspired by BCG's thought leadership on "Smart" Organizational Design, which is also introduced in this presentation.
This deck on Organizational Design also includes templates you can use in your own business presentations.
This presentation is an excerpt from the complete Organizational Design Framework presentation, which dissects each phase in further depth, as well as covers more topics and frameworks.
This PPT slide outlines the "Current State Assessment" (CSA) phase of an Organizational Design Framework. This initial phase is crucial for gaining a comprehensive understanding of an organization’s existing structures, processes, roles, and culture. It aims to identify inefficiencies and areas for improvement.
Key activities involve conducting structured interviews with various stakeholders, including leaders and employees, to gather diverse insights about the current organizational design. The assessment covers 5 critical dimensions: Organizational Structure, Roles & Responsibilities, Reporting Relationships, Decision-Making, and Internal Communications. This multi-dimensional approach ensures a thorough evaluation of how the organization operates.
The slide emphasizes the importance of resource evaluation across 16 organizational attributes. It suggests using workflow mapping tools to pinpoint redundancies and bottlenecks, which can hinder operational efficiency. Advanced analytics are recommended to assess productivity metrics and collaboration indices, providing data-driven insights that inform the current state.
Surveys, focus groups, and observational studies are highlighted as methods to gauge the influence of organizational culture and values on behavior and decision-making. Additionally, analyzing internal documents such as organizational charts and performance reviews helps in understanding the alignment of the existing structure with business objectives.
The common deliverables from this phase include a comprehensive report detailing the current state, identified inefficiencies, workflow maps, an assessment of organizational culture, and a data analytics report on productivity and collaboration metrics. This structured approach ensures that the organization can effectively address its challenges and enhance overall performance.
This PPT slide outlines the final phase of an Organizational Design Framework, focusing on Continuous Improvement. The primary objective here is to emphasize the necessity of regularly evaluating and refining organizational structures to ensure they remain responsive and aligned with evolving business needs. The overview highlights that this phase is crucial for maintaining agility and adaptability in a dynamic environment.
Key activities include establishing a framework for periodic organizational reviews. This ensures that the organization aligns with broader strategic goals and adapts to changing market conditions. The slide suggests leveraging insights from previous phases, particularly Change Management and Communication, to create continuous feedback loops. This approach helps the organization stay agile and responsive to internal stakeholder needs.
Fostering a culture of continuous improvement is another critical aspect. The slide mentions promoting internal innovation platforms and suggestion schemes that empower employees to contribute to the design evolution. This engagement is vital for cultivating an environment where improvement is not just encouraged, but expected.
Setting milestones for periodic reassessments is also emphasized. Utilizing frameworks like the Balanced Scorecard can help monitor and measure the ongoing success and adaptability of the organizational design. Furthermore, developing a Behavioral Strategy and periodically reassessing it ensures that insights from all previous phases are integrated, promoting enduring alignment and adaptability.
Key stakeholders identified include the Senior Leadership Team, Business Strategy Units, HR and Organizational Development Teams, and Continuous Improvement Teams. Common deliverables are outlined, such as the Framework for Periodic Organizational Reviews and Organizational Design Performance Reports. These elements collectively support the overarching goal of maintaining an effective and aligned organizational design.
This PPT slide presents a critical examination of traditional approaches to Organizational Design (OD), emphasizing the need to balance structural changes with an understanding of employee behavior. It highlights that conventional methods often focus heavily on organizational levers such as structures, processes, metrics, incentives, information systems, and training. However, this focus can lead to significant oversights regarding how these elements influence employee behavior and, consequently, overall performance.
The slide outlines 2 key sections: "Common Approaches" and "Smart Simplicity." The first section lists typical organizational levers, suggesting a somewhat rigid framework that may not adequately address the complexities of human behavior. The second section introduces the concept of "Smart Design," which advocates for a more nuanced understanding of the interplay between people and their behaviors.
Under the "People" category, the slide poses the question of why individuals behave as they do, indicating that understanding this is crucial for effective management. It identifies an underlying assumption that behaviors are the primary drivers of performance, contrasting with the traditional view that organizational levers directly determine results. This shift in perspective reveals a critical error: without grasping how these levers affect behavior, organizations risk facing unintended consequences.
The lesson learned emphasizes the necessity of comprehending behaviors and their rationales to manage change effectively. This insight is vital for executives considering a more holistic approach to organizational design, one that integrates both structural and behavioral elements to drive performance and achieve desired outcomes.
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.
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