Cultivate agility in your organization by recognizing the opportunities and pitfalls of change

Organizational Agility

In today’s ever-changing environment, successful organizations need to recognize the impact change has on employee value systems that impacts their willingness and ability to change. The first step to implementing change is to assess an organization’s agility to changing conditions and then establish a strategy that enables the change.

ASSESSMENT TOOLS

• Organizational Agility Assessment Survey
  Organizational Alignment Survey measures an organization’s ability to adapt to changing conditions by identifying the gap between how your business units currently deal with the changing market environment. This survey will give you insights on how to bridge the gaps. Based on the results of extensive theoretical and empirical research, the Organizational Agility survey identifies 48 behavioral practices characteristic of highly adaptive organizations.
   
• Customer Value Survey
  The Customer Value Survey provides an external focus which measures whether a company is effectively creating customer value for customer retention. Used as a market survey, a means of competitive analysis, gap analysis for first time and, current, and previous customers. Often used together with Organizational Alignment Survey for a comprehensive analysis of all stakeholders.
   
• Leadership Execution Assessment
  This survey focuses on individual leadership effectiveness in leading change management initiatives. Leadership is the key to managing change. Every leader must demonstrate competency in leading change. This survey will provide insight into the leaders ability to manage change.

ORGANIZATIONAL AGILITY INTERVENTIONS We provide solutions to help you address multiple aspects of change fromdeveloping business strategies, organizational structure, leadership and organizational culture. Our philosophy is to involve people in the change process to create a systemic approach to change that can optimize the whole organizations performance.

• Planning Methods to help set a direction for an organization or a community — Technology of Participation, Wonder Wall — Vision, Values, Mission
  • Entire planning process are conducted with a sample of the population includes employees, customers, stakeholders, managers
  • Participants gain understanding, buy-in, and commitment
     
• Structuring Methods to redefine working relationships among organization methods and create new structures for doing work – Job Redesign, Job Analysis, Competency Modeling, DACUM.
  • Decision making closer to the related work
  • Improved relationships, tasks, roles, responsibilities
  • Improved conditions and greater commitment
  • Wider capacity to adapt to future change
     
• Strategic Planning for planning, structuring and other complex important purposes–Strategy, Goals, Whole Scale Change, Dialogue, Open Space Technology, and Appreciative Inquiry.
  • Takes a systemic view, focus on future, work with inherent complexities of the whole system, increase understanding of the whole picture