Heart and Mind Management, Spotlight 1 September 2023

We updated the homepage on 1 August 2023

We updated the homepage on 1 August 2023

https://www.heartandmindmanagement.com

Organisational Design

Organisational Design is a step by step method identifying disfunctional aspects in the workflow, processes, structures and systems, adjusting them to fit present business reality

We want to achieve

• Excellent customer service
• Increased profitability
• Lower operating cost
• Improved efficiency and cycle time
• An engaged working culture with engaged coworkers
• A clear structure to handle and grow your company

Economical profitability.

Organisations that do not continuously adapt, often suffer from:

• Inefficient workflows with steps that don’t contribute to the end result
• Time spent doing what the routine tells you to do without thinking what needs to be done
• Fragmented work with little focus on the overall benefits
• Lack of customer knowledge and focus
• Silo mentality and conflicts between persons and organisations
• Lack of ownership (”That is not my job”)
• Cover up activities and blaming others rather then solving problems
• Delays in the decision making
• Persons lacking information or authority to solve problems when they occure
• Leadership acting as firefighters taking responsibility to solve specific problems
• Extra time spent to manage actions
• Supporting system poorly defined and supporting wrong behaviours
• Mistrust between Leadeship and co-workers

The following needs to be clarified in the New organisation:

• Define basic organisation principles (will the organisation be based on functions, processes, customer types, technique, location etc.)
• Make the core processes effective (the ones resulting in cash in and/or delivery to customer)
• Document and standardise processes and procedures
• Focus on the core business and organise around this. (What competences are needed to perform this.)
• Define tasks, functions and skills and how they are measured. Who is responsible?
• Establish what layout and what equipment is needed by all in the organisation
• Identify needed support functions (finance, sales, HR …..) and the location of these functions
• Define the support structure giving strategic, coordinational and operational support
• Improve coordination of development system (Employment, Education, Compensation, Information excange, Target setting ……) 

The target is to keep an effective organisation effective and well ”oiled” despite the fact that the surrounding changes

Resource Flexibility

Flexibility means an ability by persons, machines and organisations to adapt to changed conditions for the business

When I talk of Resource Flexibility I concentrate on persons, machines and organisations and how they are used in a situation where there is a need of Resources somewhere else in the Company – A type of balancing resource allocation

Adapt to variations when needs are changed

Analysing resources

• Identify resource conflicts and solve them before they occure
• Adapt to new conditions and try to analyse the effect on the end result
• Simulate planning and Project Portfolio changes and show the end result on resource usage 

Flexibility has the later years been in fashion, put on a pedestal – something holy

I want to point out that experts are needed for efficiency – the problem is that there are not unlimited amount of experts

Flexibility is good but if everyone does everything, no-one does it well and there will be less work satisfaction by the coworkers. The risk is that the whole organisation will be miserable.

Are there things that can be done to limit the negative sides?

•Talk with your team in advance to prepare them for the possibility of using flexibility

• Educate in advance to make them prepared
• Promote the ones open to flexibility
• Try to understand that the ones not open to flexibility, feel that way.
• Can anything be done to change their minds

Competence management

The knowledge and the skill in the marketplace improves all the time! 

To keep up with that development, it is important to improve yourself to stay useful to the company in the long run

Identify what you need and want to improve:

• Your specific skills
• Your lack of skills
• Needed skills in the company 

How can this be improved?

How do you learn

(The picture is built on the results from Research of creative leadership)

The best results are achieved when they all work together

Competency

• Competencies
• Behaviours and skills
• Differentiate the Best from the Rest
• Can be developed/Improved

Learnt by coaching

Competences

• Competence
• Technical skills
• Necessary for all job holders
• Can be learnt from zero

Learnt by practice

Develop your skills continuously to get to the top - or to remain there

Goal-Oriented Teams Means a Target focused Leadership

Targets are to be SMART (Specific Measurable Attainable

 Realistic and Time-limited)

To be able to define good targets one needs to have

• a good knowledge of the organisation
• a realistic view of your organisation in its environment
• the risk level that is traditionally accepted in the organisation
• the overall targets of the organisation

In a Target-oriented organisation you often see a breakdown of targets, a target hierarchy cascaded down in the organisation.

Everone in the team needs to fully understand the targets in What Way and How to be reached

To achieve this, the communication of targets needs to be:

• Clear (SMART)
• Transparent
• Ethical

Communication and explaning the targets can help to

• Motivate the employees
• Point the direction (where we are aiming to go)
• Understand why a specific action is taken
• Develop a common vision of the final result
• Optimise work plans
• Identify required and available resources
• Achieve commitment
• Evaluate alternative solutions
• Relieve stress
• Make better use of the time

Workshops planned during September 2023

Targets

12/09 2023

10.00-10,30

17.00-17.30

Customer needs

18/09 2023

10.00-10,30

17.00-17.30