Organisation and culture

Organisations need seamless collaboration to succeed

​As the world demands more from our organisations and the complexity of business environments increases, organisations are forced to adjust and move accordingly to stay competitive. This often leads to endless adjustments to the organisational design to keep up with the constantly moving strategic direction.

​While some parts of the organisation move at high speeds, others continue to function as they always did. In a multi-speed environment seamless cross-functional collaboration is key.

​Key challenges within organsation design

• Ensuring that the organisation is designed to support strategic aspirations
• Seamless collaboration across organisational units
• Agility to meet market needs while maintaining stability at the core of business operations
• Ensuring a coherent value chain in a global and complex organisation
• Creating transparent communication and decision making processes.

Culture transition as a key to successful change

Culture is the glue that holds the social entity of the organisation together. Organisational culture is often stronger and more sustainable than strategies and company policies, so culture can be a good friend keeping things on track and ensuring continuity.

​However, culture can also be a strong opponent for the organisation’s need to change. Values and habits don’t change in the short run. Ignoring the culture leads to ineffective change initiatives,where the desired objectives are never realised.

​Key challenges within culture

• Improving business result by aligning culture to support strategic direction
• Identifying how culture can aid change and move the organisation forward
• Leading in organisations where sub-cultures and global reach make the company identity hard to develop and maintain
• Transforming culture without loosing organisational identity and employees’ sense of belonging
• Striking the right balance between controlling and allowing social patterns and behaviour to unfold.

We design for impact and implement together with the organisation to boost collaboration and create long-term value

​In Mannaz, we enable and facilitate for impact. This means that everything we do aims to create real improvements and long-term value. We integrate organisational development and the appropriate design and governance models with the tools and competencies needed to ensure seamless collaboration and long-term success.

​Mannaz’ Organisational Design services are:

Co-designed and Customised to organisational aspirations, needs and expectations.

Stakeholder anchored: We believe that the buy-in and commitment from leaders and from their stakeholders is required to achieve the highest impact.

Strategy driven: We ensure that the effort is relevant, engaging and impactful by anchoring the effort in the organisation’s strategic priorities.

Measurable: We measure the quality and impact of our effort as an integrated part of every project to ensure long-term effect.

We enable and facilitate culture transitions to create lasting impact and higher performance

Focused work on culture transition enables the organisation to change more easily by mobilising each individual and leveraging the collective potential. The leaders go first as role models and engage the employees in the cultural development. This builds community and supports teamwork, while the full potential of the group is used to move the organisation forward within a shared culture.

Mannaz Culture Transition services are:
Co-designed and Customised to individual and organisational aspirations, needs and expectations.
Stakeholder anchored: We believe that the buy-in and commitment from leaders and teams is required to achieve the highest impact.
Strategy driven: We ensure that the effort is relevant, engaging and impactful by anchoring the effort in the organisation’s strategic priorities.