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.
If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening.
Source: Edgar H. Schein, Organizational Culture and Leadership: A dynamic view
Approach
An organisational design has to work in practice to support collaboration and effectiveness
Many design projects fail because leaders and employees essentially keeps doing what they did before. In Mannaz, we focus on the key levers for creating real change.
Through a strong focus on collaboration, transparency and behaviour, we enable you to make your organisational design work in practice. And we help you re-design your organisation, if needed, and support the structure with a strong storyline and employee engagement to supports the desired strategic direction of the business.
Organisational Design & Collaboration services
- Development of cross-functional collaboration
- Co-design and co-implementation of organisational design and corporate governance
- Assessments of cultural match with organisational design and strategy
- Employee engagement and culture transition
- Leadership development – enabling leaders to be role models in the organisation
- Implementation and anchoring.
Re-articulate the cornerstones of your culture and say goodbye to bad habits holding the organisation back
In Mannaz, we work with high-involvement processes to create real culture transitions.
Together with leaders and employees, we focus on the things that work well and need to be enhanced. We identify and reduce actions, word choices and artefacts that obstruct the development according to organisational aspirations.
Evolving culture through strengths
Our strength-based approach means that we are especially looking for traits and elements in the culture that promote change.
Together with your leaders, we design a process to enable change, and we help them become cultural role models in the organisation.
Culture Transition services
- Processes for leaders and employees to establish cultural turning points
- Qualitative cultural analysis
- Leadership development to enable leaders as role models for the desired culture
- Visual culture analysis; using company artefacts as a basis for discussion, analysis and development of culture
- Global and inclusive leadership processes and programmes
- Culture transition as a part of larger strategic development processes, change processes and leadership programmes.
Impact of organisational design
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.
Impact of improved design and collaboration
- Increased realisation of desired benefits from organisational design
- Closer link between design, governance and strategy
- Effective cross-functional collaboration
- Increased transparency in communication and decision making
- Shared mind-set and knowledge about how to make collaboration work in practice
Motivated leaders and employees
Impact of culture transition
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.
Impact of culture transition
- Closer link between strategy and what employees actually do
- Increased collaboration in and across teams
- Motivated and engaged leaders and teams
- Increased retention of the right employees
- Increased leadership competencies
- increased sense of belonging and shared understanding of ‘who we are’
Increased performance
Mannaz experts
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