Stop your organisation slowing down your execution

Are you building a new organisation?

Is your organisation not set up to enable your growth?

Is it unclear who is responsible for delivering what?

Do your teams have difficulties with collaboration?

Then it’s time to change how you organise your teams and processes.

Change how you are organised

Make an organisation design that fits with your growth strategy.

Create a governance structure that clearly allocates responsibilities and decision rights.

Design your processes with clear roles, tasks and handovers.

Get the people with the right expertise and skills that you need to deliver your strategy.

Realign your organisation culture to support your new strategic focus.

How I can help you build an effective organisation

I’ve seen many times how a lot of energy is spent on overcoming organisational limitations:

1. People are working in silos to achieve their own goals, or
2. They are doing the same thing in different places because there is no co-ordination, or
3. They are not getting things done because it’s not clear who’s responsible for what.

We can work together in a collaborative process to:

• Understand what your current organisation was designed to achieve
• Design your future organisation (structure, processes or culture)
• Create a tangible change plan to move from the current to the desired organisation
• Manage the organisation change in a supportive and pragmatic way
• Bring along your team members in the organisation change

A change only works if everyone takes part in it.

The most important outcome is that your people embrace the new organisation.

Here’s an example

I was asked to help an EdTech scale-up execute a post-merger integration with a training company that they had acquired. The scale-up had integrated a previous acquisition without an upfront PMI plan and felt that it had not gone as well as they would have liked.

We worked together to prepare post-merger integration plans prior to the acquisition close date. Colleagues from both companies defined the deliverables in major areas such as organisation design, staffing, commercial set-up, product portfolio and product delivery. I helped the teams to focus on the most important deliverables in their plans.

After closing, we implemented the plans and tracked progress biweekly. I managed the overall programme and supported the teams on specific topics, such as creating a combined company culture. We kept everyone informed and involved in the integration with a regular cadence of newsletters, team meetings, all-hands sessions and in-person events.

With this approach, we kept the integration process moving forward to the desired end state while involving all colleagues and making adjustments along the way.

If you want to see more of my track record, look here.

What my clients say

If you want to read more client testimonials, look here.

Your turn to act

This situation won’t improve on its own. People will keep doing what they do until you make the change.

So, do you allow your organisation to keep slowing you down, or do you take action to change your organisation?

My suggestion: Contact me to discuss how we can build a more effective organisation together.

© Veridia Consulting, 2023