Align Practices
and Initiatives
Review systems and practices, align with the
new clarity, and identify gaps.
Implement change initiatives while monitoring
progress and transferring knowledge.
Overview
An organization can attempt to establish an aspirational internal experience – but it is its systems (i.e., its processes, procedures, and policies) that communicate to its people whether the organization as a whole is set up to really walk the talk.
- An effective transformation requires an audit of an organization’s systems to determine whether they engender the desired mindsets and behaviors.
- Gaps will usually be identified. From which, a set of change initiatives are born.
- Task forces are mobilized across the organization, and the needed changes to the systems are made to support the transformation objectives.
Systems provide the vital connection between an organization’s values and individuals’ actual mindset and behaviors.
How We Can Help
- Develop and coach the leaders to instill the change into the DNA of the organization
- Audit the organization’s systems to determine whether they engender the desired mindsets and behaviors
- Help the organization to put in place just enough structure to reinforce the newly defined clarity
- Support HR to implement sustainability factors into HR Systems
- Help the organization to review hiring, onboarding, talent management, employee handbook, and skills development roadmap
Determining Required Change Initiatives for Transformation
Looking at “The Six Rights” to identify gaps and identify what is required for an effective transformation
The Right Structure
- The right reporting relationship are in place
- People have the right responsibility
The Right Process
- Help people to work together smoothly
- Eliminate non-value adding activities and minimize wait time
The Right Talent
- Get the right people on the bus
- Put the right people in the right seats
The Right Information
- Flows smoothly to the people who most need to act on it
- Readily accessible & accurate
The Right Decisions
- In line with what will make us succeed
- Made by those who have the
The Right Rewards
- Reinforce the behaviors & results that are most critical
- Identify KPIs for the Transformation Journey
- Track and report progress on KPIs
- Ensure sustainability and self-reliance by putting together the six critical components: Structure, systems, processes, talent, skills, and leadership development
Our Experience
During the defining phase of the transformation journey of a major financial institution, we invited the management team to challenge the desired culture identified by the voice of the system and endorsed by the leadership.
They were able to identify many systems, practices, and processes that need to be redefined to enable the desired culture that the organization needs to succeed in its new business model.
The leadership set priorities and assigned task forces, which they led, to tackle them from ideation to execution.
Following revamping its charter by adding and divesting different departments, a Ministry in one of the GCC countries needed to rebuild its internal capabilities by modernizing its internal systems to enable an enhanced internal experience.
Our SMEs worked with the HC department on building the systems for performance and talent management along with the appropriate enabling processes; these were mapped to the desired culture they were building in the new ministry.
A semi-government organization with a large customer service agents population wanted to implement systems to unify the knowledge of its frontliners to maintain consistency across its network.
We took seven technical systems and created the digitized manuals, learning content, and assessment framework along with the processes to run them initially for over 3,000 people and we trained the organization to repeat them periodically.
The project also included the development process for handling new systems internally.
