July 2012

Building the Organisation of the Future

Given the continuing economic challenges, forward thinking organisations are continuously seeking ways to improve productivity and performance by maximising their existing talent.

This makes aligning people with organisational strategy a key factor for survival and future growth. Many companies have implemented some form of operational improvement technique but how many companies have paid enough attention to all of their workforce?

All too often, process improvements fail because existing staff are ill-equipped to maximise their return and little thought has been given to robust and consistent long term plans. Some may think they know who is likely to be promoted, but have no data to back it up, or work from outdated succession plans that do not address the current and future demands of ever changing business.

Underperformance can cause tremendous issues across the business often caused by a lack of the skill, the motivation and the ability to succeed. Role duplication and redundant practices often accompany this, and organisations put themselves at a disadvantage by failing to address these issues around leadership and productivity.

Succession planning means looking ahead, and should begin with a thorough organisational audit. This is why Ramsey Hall designs competencies addressing current needs and future objectives, considering the organisational issues and challenges and what needs to change. The most important roles identified by this then need to be benchmarked against external comparators, and the individuals in those roles put through an assessment and development centre, psychometrics, 360 degree feedback, competency interviews, and, ideally, business simulation exercises that measure real managerial judgement. This is combined with the use of actual performance and appraisal data.

Once completed, a better understanding of team dynamics and groupings for talent pools can be fed back. We have found this approach to be particularly invaluable when conducting board or executive assessment. Finally, we can then supply our clients with an organisational gap analysis complementing the data, in order to give a true and robust picture of capability, potential and gaps.
Participants, who are encouraged to take personal ownership of their development, are provided with development-orientated feedback, which may include personal development planning. This is a powerful motivational tool as well as a cost-effective development activity.

Ramsey Hall can make further recommendations regarding organisational structures and cost reduction using the data as part of the process. Our approach invariably leads to improved performance through significant reductions in duplication, ineffective management and poor leadership. It also allows the organisation to develop clear career paths for high-performers.
Although this process may seem time-consuming, ultimately, it will provide rapid payback for the organisation and its people.