Organizational Effectiveness
Total organizational effectiveness outlook for organizational performance

Importance of Using an Integrated Organizational Effectiveness Model

To achieve and sustain organizational effectiveness for organizational performance and competitive advantage requires that you conceptualize organizational effectiveness in terms of your organization's strategic, competitive, and transformational situation. To attain and sustain desired outcomes, you should use a robust organizational effectiveness model. Such a model should be be integrated with a high-performing organizational development model.

You would also find insights from strategic organizational assessment helpful for improved organizational performance.

5-Phase Model Facilitating Organizational Performance for Desired Outcomes

High-Performance Organizational Effectiveness Model

Phase 1: Explore Potential Organizational Effectiveness 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 performance.

Together with key stakeholders, using an organization workshop or organization-effectiveness workouts, identify and explore potential dimensions and indicators of organizational effectiveness and organizational performance. For example:

  • How do your business and its key people define organizational effectiveness?
  • What organizational performance goals and outcomes do you want to achieve,
    and what level of performance do you want to see?
  • 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. And you may consider incorporating performance factors on organizational health in this exploration.

    Incorporating insights on organizational systems and culture

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

    In a stakeholders' workout or roundtable, agree organizational effectiveess dimensions relevant to your business and aligned to your strategic vision and the competitive advantage you want to gain.

    To promote the harmony and effective functional interdependencies of organizational systems and subsystems, you should include dimensions of organizational health. The agreed dimensions should be configured into a fit-for-purpose 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—which would include quality of the organizational systems, technologies and processes, and the organizational culture.

    Phase 3: Undertake Periodic Organizational Systems Review and Improvement

    The organizational effectiveness checklist developed in Phase 2 should be seen as a first step towards periodic organizational effectiveness and performance review or audit.

    You should agree with key stakeholders the process and mechanism for conducting periodic review and improvement of your organizational performance management systems. Such a review should factor in insightful organizational systems review—including organizational culture assessment or organizational culture survey.

    Promoting Organizational Commitment to High Performace

    Phase 4: Build Orgainzational Commitment to Desired Organizational Change and Performance

    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 organizational assessments—including the review of organizational performance management systems and organizational culture survey—to build your people's potential and commitment to the desired organizational outcomes and to gaine competitive advantage. This may involve regular organizational effectiveness and performance management workouts, leadership workshops and change-management trouble shooting exercises, engagements and assignments.

    You may find the insights and solutions we present on other areas of organizational development helpful.

    Fostering Organizational Responsiveness to Sustain Desired Outcomes and Impact

    Phase 5: Monitor Organizational Effectiveness and Performance Management Outcomes

    Much of what is required to attain and sustain organizational effectiveness and desired organizational performance should be part of a reflexive outlook and evaluation deployed at the onset during Phase 1.

    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 and performance management action plans. This should be integrated with robust organizational change management process and plan.

    Your tracking and monitoring of the organizational effectiveness and performance management outcomes could be facilitated through strategic messaging, reflexive evaluation, and structured organization workshops for which you would find the versatile organizational performance management process technology useful.

    Proactive Collaboration and Productive Engagement

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