Organization
Drucker’s famous line, “Culture eats strategy for breakfast” has never been more relevant. In contemporary organizational settings a winning idea is just a start. Today, the best organizational development strategies live and die because of less-concrete, more critical human causes.
The only way to maintain an edge is to build a flexible, agile organization able to meet current and future challenges. Adaptable workforce arrangements that include contractors and freelancers must be fully aligned and integrated with your strategic goals and tactical targets.
What Is Our Approach to Organizational Development?
Strategy DNA contributes to organizational development success through a disciplined, yet creative, approach to business transformation.
Key in our approach is our relationship with time. We enable organizations to build FROM the future, instead of simply TOWARDS it. We help you build the future with a focus on the two leading factors of organizational development corporate success: organizational design and change management.
Organizational Design: Change Happens
Clients often look to us when changes in organizational development strategy call for a radical transformation in their organizations. Examples of this include:
- Governance
- Staffing levels
- Reporting relationships
- Specific roles and job descriptions
We work closely with our clients to pinpoint future needs and reconfigure their organizational structures to meet them.
Even more critically, we help create organizations capable of competition and success in today’s business environments.
Our work is based on an evolutionary, co-creation process. We use scenario planning to build broad organizational alignment and stakeholder buy-in. These can be seen in both the redesign process and its outcome.
Organizational Change Management: A Tool for Success
The only thing that’s permanent is change. To succeed you must live, enable, and sustain it.
When change is constant, change management isn’t an isolated management initiative. It’s an ongoing transformation of both organizational and personal adaptability.
Traditional organizational change management (OCM) methodologies typically address one-time events. But today the challenge is the development of methods to sustain change, rather than simply manage it. Our approach to OCM is not to just orchestrate change, but to use it as a tool for growth and success.