Systemic organisation scan, much more than an assessment or diagnosis

What would be the value to you of an independent, contemporary and practical expert view of your organisation; to reveal your organisation's true potential, and how to obtain it?

We increasingly experience that the world of work has changed; managers are under increasing pressure to adapt within an increasing complex organisation. Adapt to what, and how? It is easy to get overwhelmed by the same barriers and and conflicting viewpoints, that blur the way forward and prevents you from leading this change.  

This scan is about helping you, not with a report, but with the clarity of insights to answer What and Why, using new systems thinking principles that are used by progressive organisations today. It is designed to cut through the complex myriad of advice and articles that populate media, and get to the point of what you need to know. 

The scan helps you discover;

• How well are you aligned to service your customers, and outside-in view
• How well your employees collaborate to provide value
• The flexibility of your operations to cope with the variation it encounters
• Understand ​the gaps between your expectations and reality
• Styles of behaviour, decision-making, and its impact are revealed
• Performance measurement, its relevance and its impact
• ​The scope for change
• Your capability for re-inventing your organisation, and how might you proceed to achieve that.

And, most importantly, explore the causes and the impact of these, and what you can do about them...

What you will receive...

More than an assessment - I will write up a summary, but this learning is best discussed in a series of conversations together.

Real knowledge  far more than what your measures are telling you, I will draw out whole systems thinking perspective.

The reality of how staff work together to create value.

 I will reference the methods of The most progressive, adaptable and agile organisations

A fresh perspective - Step back, see your organisation and how it actually works from a critical friend.

I use Systems Thinking, Design Thinking and Complexity methods. Derived from those organisations that are seen to be the most successful in dealing with todays complex business environment

​The scan will be designed around your needs, and what you need to know.

Most of todays management and organisation theory, was derived in the last 100 years. This scan is based on the experience and reality of working with organisations over the last two decades; cutting through the surface and getting to know what really works, and avoiding simple meaningless trends that leaders are bombarded with.

The first step is to plan with together, and develop how the scan should be designed. Then we decide how we will achieve this to fit your needs.

​Examples of Organisation Scans

A leadership team were unsure of the issues they were facing

The leaders had a myriad of issues that they had been trying to resolve for two years. They had various opinions of how to resolve them from various consultants and internal opinions. 
A scan informed that that many of the procedures and measurement methods that had been implemented, had caused a range of unintended consequences across the organisation. After the scan, I helped them look at their services from a systemic perspective, where they set about working with their staff to design new measures and ways of working together across departments.

Org size - 2000
Scan;
  2 weeks scan and discussion.
  1 leadership workshop

Outcomes & further support;
  A commitment to undergo a transformation in management methods and behaviours. 
​  4 weeks support.

An internal change team were working in different direction, with little success

The team were attempting to use progressive ways of change, but had a poor understanding of the methods. I learned their individual issues, and pulled them together in a series of workshops,  helping the manager re-focus, and for the team members to develop new aligned change and design competencies. Systems thinking was already part of their fundamental approach. 
After the scan I then worked with them individually within each of their interventions of change, and linked up the organisation leadership, with the team. The result was a cancellation of two interventions, and a series of redefined interventions. They redefined systems thinking in a pragmatic link to the reality of their business.

Org size - 4800
Scan;
  3 weeks scan and discussion.
  1 leadership workshop

Outcomes & further support;
1.5 years supporting the transformation of several service redesigns.

An organisation had implemented a Digital front end to solve their customer problems

The Digital implementation design was one of standard transactional flow, that had simply locked in a poor operational design that it replaced. And it created standard designs that did not allow the customers flexibility to be taken into account. The leaders understood that by undertaking change in piecemeal fashion, they were bound to fail. Systems thinking became the fundamental design approach. 
They planned for each service to be redesigned using the service manager and their staff, using progressive methods. I assist them in this at the start, supported with key stages, that allowed them to continue themselves.

Org size - 500
Scan;
  4 weeks scan and critical friend engagement across 1 year.
​  Leadership and managers workshops

Outcomes & further support;
​0.5 years supporting the initial transformation of several service redesigns.

A team change experiencing difficulties with their complex prototype

The team were attempting to create a new way of working within the community, helping people in need. They had got stuck with the myriad of issues the community faced, and their work was overwhelming them. Most of the support was virtual and based on being on hand to engage when necessary.
​The scan helped the team  to see where they were going wrong, and were able to redefine their method, and redesign their approach to a successful outcome.

​At a later stage, the organisation used my support for further work.

Org size - 700
Scan;
  2 hours scan, 1 day visit, and critical friend engagement
​  2 workshops

Outcomes & further support;
​The team redefined their direction, and bolstered their methods of change.