Culture First: Day 2, HR's role in guiding organization design
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Organizational design is touted as the "new work of leadership and HR," but what is it, and how can you start? In this presentation, August Public, the Org Design firm, will share their org design toolkit, and advice on which org design ideas are worth your time. You will walk away with the tools and mindsets to diagnose dysfunction and design solutions that increase engagement, efficiency, and effectiveness in your organization.
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Culture First: Day 2, HR's role in guiding organization design
- 1. HR’s Role in Guiding Organization Design
- 2. We’re Michael & Alexis michael@aug.co alexis@aug.co
- 3. We’re Michael & Alexis michael@aug.co alexis@aug.co This is where we work www.aug.co
- 4. We specialize in large, complex organizations
- 9. Purpose & Strategy Structure Process Infrastructure Talent Incentives sense & adapt Behavior Output
- 12. Purpose & Strategy REVENUE-DRIVEN Structure HIERARCHIES Process CLOSED Infrastructure ANALOG Talent CULTURE FIT Incentives COMPENSATION
- 13. Purpose & Strategy REVENUE-DRIVEN → PURPOSE-DRIVEN Structure HIERARCHIES → NETWORKS Process CLOSED → OPEN Infrastructure ANALOG → DIGITAL Talent CULTURE FIT → CULTURE ADD Incentives COMPENSATION → EMOTIONAL/CULTURAL
- 14. You’re an org designer
- 15. Stories from the field
- 17. “When decisions get to our leaders, it takes them forever to get back to us. It’s such a bottleneck.” CASE STUDY: CPG FIRM
- 19. “Why is this process so arduous? There’s so much back and forth, and clarifying and coming back. People are frustrated.” CASE STUDY: INSURANCE FIRM
- 20. How It’s Done Notice the tension 1
- 21. How It’s Done Understand the deeper problem Notice the tension 21
- 22. How It’s Done Understand the deeper problem 3 Design for what is desirable, viable, and feasible Notice the tension 21
- 23. How It’s Done Understand the deeper problem 3 4 Design for what is desirable, viable, and feasible Engage with those you’re designing for & become a trusted advisor Notice the tension 21
- 24. How It’s Done Understand the deeper problem 3 4 Design for what is desirable, viable, and feasible Engage with those you’re designing for & become a trusted advisor 5 Implement iteratively alongside those who are affected Notice the tension 21
- 25. What if my power is limited?
- 26. What if my power is limited? See yourself as an org designer
- 27. What if my power is limited? See yourself as an org designer Offer insights from great resources
- 28. What if my power is limited? See yourself as an org designer Offer insights from great resources Start by introducing a small improvement
- 29. Idea for starting small Instead of “What do you think?” Ask “Is this safe enough to try, knowing that we can adapt later?”
- 30. 2016 | www.aug.co "For what it's worth, I'm just coming back from a lengthy period of illness – and the messaging, tone, delivery methodology and sense of urgency is palpably sharper and fresher than when I stepped out of the business in March. That would be my message – as someone who feels, through 6 months of almost total isolation from business stimuli and interaction, as close to a "re-hire" as one could get.” - Leslie, Fortune 100 client