Key Services
Organisational Effectiveness - the Frame Work
- Individual Effectiveness - the Leadership Work
- Team Effectivness - the Group Work
Organisation effectiveness is achieved when culture and people, the structural framework, and systems and processes are fully aligned to the organisation’s vision and purpose.
Communicating the Organisation's Strategic Framework
Clearly an insightful & robust strategic framework is fundamentally important piece of leadership work. So often a strategy fails, not because of the strategy itself, but because people had not been consulted about, engaged in and aligned to that strategy.
People generally want to do the right thing; the work of leaders is to set them up for success. KEY will work with
leaders to:
- Develop your strategic framework (incorporating vision, purpose, critical success factors & associated strategies).
- Craft an internal communication strategy.
- Cascade the strategic framework through the organisation.
Creating a Constructive Culture
Culture is essentially the personality of a place, the nature of that personality being anchored by the organisational values. Increasingly organisational leaders are recognising the direct link between culture and organisational effectiveness and discovering how a constructive culture can create an environment where people want bring their best game to work.
The benefits flow through the entire P & L and across all organisational perspectives – people stay longer and give more, customers are happier and more satisfied, quality and efficiency improves and creativity is released … all contributing to the bottom line – today’s and tomorrow’s. KEY will work with leaders to:
- Diagnose your current culture and help you identify your preferred culture.
- Develop and implement a cultural change program that bridges the gap.
- Create a process for establishing the anchoring values and associated behaviours that will breathe life into your values.
Building a Structural Framework
If culture is the organisation’s software, the hardware is the fit-for-purpose structural framework.
It needs to provide a foundation to support the pursuit and achievement of the organisation’s vision and purpose, be flexible enough to follow the organisation, as it meets the future market challenges, and wide enough to free people to be their best. The ultimate goal is to get the right people in the right role within the right team doing the right work. We will work with leaders to:
- Establish the design principles.
- Review and redesign existing structures, both functional and vertical.
- Cascade the structure into roles, establishing role purpose, contribution, accountabilities and relationships.
- Engage and communicate the change.
Developing Robust People Systems & Processes
Systems can do one of two things; they can support you in your work or they can send you and your people crazy. When they cease to support you, you stop using them and when you stop using your people systems in particular, your people are potentially not being appropriately managed or valued.
The key people systems are recruitment & selection, induction, graduate management & development, performance management, talent management and succession planning and reward & recognition systems. We can work with leaders to:
- Audit the effectiveness of your existing people systems.
- Redesign and introduce new systems.
Organisational Change Management
A well structured plan represents a great starting point. However the longest part of the journey to a new order is when leaders need to meet people where they’re at and help them take the trapeze across to that new way of working. It requires a curious combination of inspiration, courage, patience and resilience.
The people side of change is a key accountability of leaders.
We can work alongside leaders to develop your change leadership competency, formulate a change management strategy, coordinate a change management initiative and be your “legs on the ground”, supporting your people as they work through the agenda for change. We offer change management expertise, energy to burn and most importantly, the ability to meet your people where they’re at, without judgement, to help them through their concerns so they will embrace the change.
