The steps to reinvent your management
Responsive organizations as a force for good
The world we live and work in is changing so fast that it has become impossible to predict, or even to effectively plan for. Yet, most companies that are shaping our future – for better or worse – are using an outdated way of working that revolves around planning and predictability.
This old way of working is still useful in a few limited contexts where the tasks are most routine and require the least amount of collaboration. But, more and more, the challenges we face are incredibly complex and require close collaboration among teams with diverse skill sets and perspectives.
The hierarchical, command-and-control model that enabled companies to thrive in the 20th century is now the Achilles heel of companies that want to succeed in the 21st century.
Our work has shown us that there is no single, one-size-fits-all system that can address the needs of every organization. Each organization, and every team within those organizations, has its own culture, set of common values, and unique business challenges and realities.
This is why we apply the core principles of human-centered design to change management. Any successful change must be designed with and for the people who want to change.
Effective culture aligns an organization to meet strategic goals. The level of support provided to your organization can be tailored and shape by phases, from in-depth analysis and re-design, to a facilitated team based approach, to strategic advisory for senior executives.
Codethic use robust, evidence based approach that fosters accountability and trust. Key elements in the design methodology include; clear differentiators for work at different levels of complexity, the right number of layers of management, right grouping of work, well designed roles, transparent role relationships, clear accountabilities and authorities, effective team work. Our approach is to share best practices from similar organizations.
Our consultancy may includes:
- project planning and orientation on organizational changes
- strategy and context review
- individual or team interviews
- work analysis, overview of major structural issues and options for re-shape
- full organization design review to review layers of management, grouping of work and clarity of roles
- Business process review to integrate sustainability