Organizational Effectiveness
Holistic, total organization effectiveness outlook

Integrated Organizational Effectiveness System

Creating and sustaining organizational effectiveness and leadership for long-term strategic or competitive impact requires an integrated and robust organizational effectiveness system or model. The system for creating and sustaining organizational effectiveness and high performance is integrated with the total organizational development model, called the FEDAR™ system.

The process for creating and sustaining organizational effectiveness should be integrated with your organization's strategic, competitive, and transformational situation and challenges to attain sustained desired results.

Integrated with the organizational effectiveness system are key insights on organizational assessments and solutions sustaining organizational effectiveness.

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Five Phases of the Process for a Successful Organization Intervention to Create and Sustain Organizational Effectiveness

High-Performance Organizational Effectiveness Process

Phase 1: Explore Potential Organizational Effectiveness Dimensions and Indicators

Do a focused exploration of key organizational effectiveness and organizational health factors, dimensions and indicators.

For your business to rate consistently as a high-performance organization, it is important that you clarify and consistently communicate a vivid understanding of what your business sees and pursues as its mandate and agenda in organizational effectiveness and leadership.

For example:

  • How do your business and its key people define organizational effectiveness?
  • What does your business see as its organizational effectiveness mandate?
  • What key action steps should be taken to sustain organizational effectiveness?
  • You would be thinking in terms of outcomes—attainments and metrics—and process, and way of life. You may consider embarking on this important step by exploring organizational health and poise factors.

    Enlightened organization insight

    Phase 2: Develop an Organizational Effectiveness Checklist and Use it for Organizational Awareness

    Hold a stakeholders' workout to agree organizational effectiveess dimensions.

    The dimensions should incorporate organizational health and poise factors—and should be used to develop an organizational effectiveness checklist. Such a checklist should be deployed to raise the awareness of your people on how the organization rates core dimensions and indicators of organizational effectiveness—say, in terms of attainments and processes—and organizational health and poise—largely in terms of the quality of your integrating systems, technologies and processes.

    Phase 3: Build the Foundation for Periodic Systematic Organization Review or Assessment

    The organizational effectiveness checklist developed in phase 2 should be seen as a first step towards periodic organizational effectiveness audit.

    You would have to factor in an insightful, systemic organizational audit or review—for example, through periodic organizational surveys or systematic organization assessments.

    Organizational commitment to high-performace

    Phase 4: Position the Organizational Effectiveness Process to Build Commitment to Change

    Focus your people on making commitment to organizational effectiveness and change a key part of the organization's way of life.

    Create and agree a mechanism—and an organizational development process technology—to use the insight gained from the focused exploration of organizational effectiveness factors and dimensions—and the organization assessment—to build your people's potential and commitment to the desired organizational effectiveness and high-performance agenda. This may involve regular organizational effectiveness workouts and trouble shooting exercises or assignments.

    This phase would benefit from some of the insights and solutions we present in other organizational development niche areas.

    Strategic focus and responsiveness

    Phase 5: Chart the Path to Sustain Desired Results

    The process for creating and sustainng organizational effectiveness is integrated—and much of what is required to sustain desired results should be part of a reflexive outlook and evaluation deployed at the onset.

    Explore at the onset the key elements of a sustainability plan—including strategic communication, self-leadership development for transformational change, responsive monitoring and feedback, and developing and implementing organizational effectiveness action plans. This should be integrated with a robust organizational change and transformation management process. You would find insightful organizational effectiveness tools helpful for optimally sustaining organizational effectiveness and leadership in your business.

    Proactive Collaboration and Productive Engagement

    Technical Assistance and Partnership

    Need our technical assistance or partnership towards creating and sustaining organizational effectiveness and leadership? Get Help:info@odsynergy.com

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