Organizational Design Coaching.
Dinesh Sharma
Deb Wren
“Listens very well. Doesn’t make stuff up. Wants to make you/team successful first and foremost. Cares passionately about your agenda. Most approachable person I know. Expert at responding in a way that makes you feel that he is genuinely interested in you. Consistently honours trust. No back channel. Values people over things. Because of above is able to get to the real heart of the issue AND get the team to self solve (with guidance). Team believe he is there for them. Networks very well. Good “glue” person.”
— Division CTO, Bank of America
Background.
Effective organizational design is a critical factor in achieving sustainable growth and success. Organizational design is not just about structure; it is about aligning strategy, people, and processes to create an overall high-performing organization. However, many organizations struggle with designing and implementing effective organizational structures that maximize performance and employee engagement or feel restrained by outdated organizational structures.
The Coaching.
Approach.
1. Comprehensive Assessment: We begin with an assessment of your organization's current structure, processes, and performance through in-depth interviews, data analysis, and benchmarking.
2. Strategy Alignment: We work with your leadership team to clarify and align your strategic objectives with your organization's structure and processes.
3. Organizational Design Workshop: A collaborative workshop fostering open dialogue which begins by defining a product and ends with a desired organizational design.
4. Implementation and Change Management: We work closely with your teams to provide change management support, address any resistance, and equip managers with the necessary tools to support their teams effectively. This takes the form of on-site coaching during initial implementation and evolves to quarterly catchups.
Our Values.
There is no cookie-cutter approach. Every organization is different and has its own unique dynamics.
It is usually a system problem, not a people problem.
Too much change at once is disruptive.
For Organizations:
Transforming from waterfall to agile product development
Transforming from a project management culture to a product development culture
Transforming from command and control management to self-organization
Transforming from managers to leaders
Transforming from Theory X to Theory Y