Framework 5 of 5
Can your organisation deliver what's now expected?
Organisation Effectiveness is organisation design for growing businesses: clear accountability, sensible roles and structure, and less reliance on any one person.
Signs you may need it
- The structure grew by accident rather than by design.
- Roles overlap, and important work falls between people.
- Too much depends on you, or on one or two key people.
- People who own an outcome can't make the decisions it needs.
- Managers are stretched, and you can't tell whether it's capacity or capability.
- Good people spend their time on work that shouldn't sit with them.
The questions it answers
- Structure
- Is the organisation structured for what it is trying to achieve?
- Accountability
- Is it clear who owns what?
- Roles
- Do roles make sense and contain the right work?
- Capacity
- Is there enough management capacity where it matters?
- Capability
- Can the organisation do what the strategy requires?
- Dependency
- Where are we too dependent on particular people?
- Future fit
- Can today's organisation become tomorrow's organisation?
Accountability first, then structure
Organisation Effectiveness Diagnostic
Understand how the organisation works today, and where it is being held back.
Accountability & Role Architecture
Decide what must be owned, and which role should own it.
Organisation Structure Design
Design the structure around those accountabilities, changing only what needs to change.
Capability & Capacity Assessment
Check whether people can do the work, and whether there is time to do it. Two different questions.
Organisation Transition Roadmap
Plan the move in stages: what changes now, what comes next and what comes later.
Embed, Review & Optimise
Check the organisation behaves as designed, not just that a new chart has been published.
What you receive
Diagnostic Brief
Where the organisation is being held back, and what to protect. A short, visual brief, not a 200-page study.
Accountability & Role Architecture
What must be owned, by which role, with what authority. Role profiles, not 47-bullet job descriptions.
Future Organisation Design
The structure that best fits the accountabilities and the direction you've set.
Capability & Capacity Plan
Where to build, hire, partner, redesign or automate, before assuming you need more people.
Transition Roadmap
What changes now, next and later, at a pace the organisation can absorb.
Effectiveness Review
Whether accountability is clearer, decisions sit at the right level and dependency has reduced.
What Organisation Effectiveness is not
- An HR strategy
- An employee engagement programme
- A pay review or salary benchmarking
- A redundancy or workforce reduction exercise
- A recruitment service
- Individual performance appraisals
- A culture change programme
- Psychometric testing
Some findings may point to specialist work in one of these areas. If so, we'll say so. It isn't what this framework does.
Where it fits
- Draws on
- Everything before it: the Health Check and the four frameworks so far. No new 70-question survey, and no repeat diagnostic.
- Feeds into
- Performance Visibility, which then measures the result: for example owner involvement, decision escalation and key-person dependency.
