It’s always crucial to enforce mutual respects between organizational design and business process management to lead effective business transformation.
Initiating underlying business structure and processes optimization to drive immersive business transformation: Due to convenience brought by emergent digital collaboration platforms and tools, the physical organizational structure, relationships, and virtual platforms and connections wrap around each other to enforce responsibilities and seamless alignment across the organizational hierarchy. The right mixed structure is the one that allows the right mentality and culture to bloom; balance process and flexibility; customization and standardization.
The organizational structure carries inherent business capabilities as to what can be achieved within its frame to enable clearly-defined business goals and expedite business transformation. Organizational structure needs to be solid enough to keep people or things in order; but fluid enough to keep information or ideas flow; enforce cross-functional business alignment, enablement, communication, collaboration, and harmony.
Integrate organizational design into business process tuning and reengineering activities to enable employees to do their work productively and innovatively: In order to adapt to changes and increase agility, it is transformational for business management to “step outside” of the organizational hierarchy for gaining different perspectives and deepening understanding of the business dynamics.
Organizational design needs to be understood holistically; apply “simplicity” principles to architect and design an ecological organization; take an integral approach to flatten the overly restrictive hierarchy; enable cross-functional communication & collaboration, and improve business flexibility. The premium organizational design should be fluid enough to streamline information flow, talent mobility, build up dynamic capability via a unified platform, process integration and solution-driven deliverable.
Organizational reinvention would be to build the “best” mix of organizational elements that improve business agility and innovation: As you receive new insight & vision from various business units; what works and what doesn´t, depends on the nature of the organizational interdependence that needs to be enabled. It’s important to put the effort into organization reinvention. The team is able to organize itself on how it will address the problem that has been presented to it. The entire organization needs to constantly fine-tune collective mindsets, behaviors, structures, processes, to ensure that the business as a whole is superior to the sum of its parts.
Organizational structure should be reinvented to influence the emergent properties of the environment and enable emergent changes in its own consciousness, behavior, functions, and processes toward strategic agility and structural flexibility. Business management needs to do the needful adjustments without hesitation, encourage people to think and do things differently, and build dynamic business capabilities.
To speed up change and reach a clarified vision, it’s a worthwhile effort to reimagine the future of business and consider designing the organizational structure model to embrace change. It’s always crucial to enforce mutual respects between organizational design and business process management to lead effective business transformation.
The organizational structure carries inherent business capabilities as to what can be achieved within its frame to enable clearly-defined business goals and expedite business transformation. Organizational structure needs to be solid enough to keep people or things in order; but fluid enough to keep information or ideas flow; enforce cross-functional business alignment, enablement, communication, collaboration, and harmony.
Integrate organizational design into business process tuning and reengineering activities to enable employees to do their work productively and innovatively: In order to adapt to changes and increase agility, it is transformational for business management to “step outside” of the organizational hierarchy for gaining different perspectives and deepening understanding of the business dynamics.
Organizational design needs to be understood holistically; apply “simplicity” principles to architect and design an ecological organization; take an integral approach to flatten the overly restrictive hierarchy; enable cross-functional communication & collaboration, and improve business flexibility. The premium organizational design should be fluid enough to streamline information flow, talent mobility, build up dynamic capability via a unified platform, process integration and solution-driven deliverable.
Organizational structure should be reinvented to influence the emergent properties of the environment and enable emergent changes in its own consciousness, behavior, functions, and processes toward strategic agility and structural flexibility. Business management needs to do the needful adjustments without hesitation, encourage people to think and do things differently, and build dynamic business capabilities.
To speed up change and reach a clarified vision, it’s a worthwhile effort to reimagine the future of business and consider designing the organizational structure model to embrace change. It’s always crucial to enforce mutual respects between organizational design and business process management to lead effective business transformation.
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