How We Work

The ORGSTRAT Process

  • Review of existing Strategic Plan and Annual Reports

    Incidence reports: operational, employment relations

    Customer feedback

    Quantitative on-line staff engagement design and survey. Advanced analysis, interpretation and reporting

    Qualitative one-on-one interviews with senior executive team

    Focus group interview sessions with selected groupings - including bargaining unit

    Strengths, Weaknesses, Opportunities, Threats analysis. Supplemented by PESTEL analysis if appropriate.

    Organisation Diagnostic Report with recommendations as input to Strategy Facilitation

  • Use of advanced electronic mind mapping technology (Mindjet.com) to develop and cascade the strategy on-screen to encourage maximum participation. Work done each day automatically converted to MS Word and shared with participants

  • This is a highly interactive process which requres extensive in-company workshopping with the executive team.

    The process involves:

    Analysing the current Strategic Plan.

    Analysing current business processes.

    Conducting internal Strengths, Weaknesses and Opportunities assessments both on-line and in focus groups.

    Assessing customer/client experiences. (World class organisations develop their processes around customer needs).

    In-depth analysis of the current Operating Model.

    Defining decision-making processes, roles, and responsibilities.

    Analysis of Technology and Infrastructure

  • Once the Operating Model is determined, Organisation design is the process of arranging the components of the organization such a way that it enables the Operating Model to “operate”.

    Stratified Organisation Structure: applying Stratified Systems Theory (Elliot Jaques)

    Analysing skills, competencies, technologies, and other resources needed to execute the business strategy.

    Metrics and Key Performance Indicators (KPIs)

    Employee Engagement

    Benchmarking

    Creating pilot sites

  • Layer the organisation according to levels of complexity by applying ELLIOT JAQUES’ stratified systems theory.

    Correlate levels with existing job grades. If no job grades or grading from scratch, stratified levels will reveal logical job grade bands. Where there is poor correlation eg a Patterson D1 appears as a stratified level II. Either the level is wrong or the job grade is wrong..

    Using an intelligent Mind Map, populate the optimal structure with job roles guided by the Organisation Design and Operating Model

    Apply estimated job grades to each level and allocate median pay which are then calculated and totalled automatically using the intelligent mind map

    Calculate total cost of optimal proposed structure and adjust to meet budget requirements

    All-round consultations and communication on the proposed structure

    Develop an implementation plan compliant with internal policies, recognition agreement with union(s) and labour legislation.

Our Integrated Approach to
Organisation Alignment

First Mission, then Vision (not the reverse), which together create your brand promise to your customers.

Values are those core unique organisational behaviours - determined by your Mission and Vision - that deliver on your brand promise. (honesty, teamwork, commitment etc. are not core values but sound business ethics for any organisation).

Strategy delivers on the desired future state which determines optimal Operating Model options. ‘What we must deliver’ executes your reason for existence (your mandate) and determines business processes.

Together, the Operating Model and Business processes determine Organisation Design and Structure.

This is how we approach your strategy, organisation design and structuring - as an integrated, interdependent seamless process.