The Monthly Connecting Dots: Organizational Design Dot Connection Mar 2020

 The purpose of organizational design is to improve the business maturity from functioning to firm to delight and ultimately achieve the high-performance business result.

A digital workplace is all about people-centricity, empathy, innovation, agility, and high-level business maturity. Digital organizations are always on, inter-dependent and hyper-connected, people are always the most important asset in any organization before, today, and future. In an ideal digital workplace, the organizational structure is solid enough to keep people or things in order; but fluid enough to keep information and ideas flow.

                Organizational Design Dot Connection

The Digital Organizational Design vs. Balance The purpose of organizational design is to improve the business maturity from functioning to firm to delight, and ultimately achieve the high-performance business result. High mature digital organizations integrate organizational design (OD) into the process design and organizational re-engineering for enabling employees to do their work productively and shape an interactive, dynamic, balanced and multidimensional ecosystem.

Digital Organizational Design vs. Business Changeability The very characteristics of digital are the increasing speed of change and hyper-connectivity. Digital makes a significant impact on every aspect of the business both horizontally and vertically. Forward-looking organizations leverage the latest technologies to fine-tune the organizational structure and improve business changeability. Organization design is the vehicle through which the business strategy is executed and defines the business environment in which the digital organization can reduce the organizational culture friction, improve the business changeability, maturity, and unleash its full potential.

Performance Management vs. Digital Organizational Design Performances are not just numbers with metrics, they are numbers in context, results related to your business goals both at the strategic and operational level. Measuring and managing performance means setting performance metrics, making objective assessments, understanding results, adjusting plans & structures, and making decisions to ensure great business results. The reality in most organizations though is the performance which is forcibly jammed within an existing organizational structure with silo functions and overly rigid hierarchy, and very few companies are truly leveraging organizational development (OD) resources wisely. But due to the digital nature of hyperconnectivity and interdependence, more often, the successful performance improvement initiatives should have representation and input from organizational structure management. Organizational Design vs. Performance Management: How to take an integrated approach, fine-tune OD and improve performance management effectiveness and maturity?

Business Process and Organizational Design in Digital Transformation An integrated approach is typically best because one without the other is less likely to be successful. Digital becomes the very fabric of modern business, being outside-in and customer-centric is the new mantra for forward-look digital organizations today. However, there are many tough challenges ahead, and numerous roadblocks around, such as how to digitize, optimize or innovate business processes, what’re the fresh perspectives of organizational.

Enterprise Architecture vs. Enterprise Design We elevate organizational maturity by design thinking; we elevate design by architectural thinking. Organizations are 'purposeful' systems. This means they have a purpose and work to achieve a goal. Not all systems are purposeful. Enterprise Architecture is the glue to connect such purpose (WHY), strategy (WHAT) and execution (HOW). Enterprise Design can elevate business from functioning, firm to delight.

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Posted in: Connecting Dots,Organizational structure tuning,Sum UP