I have dedicated a lot of time over the past month to research current theories and models of Organisation Design and its building blocks. But I needed to have a “Map” that could condense the entire view into a single visual. So I’m happy to present the first release of what I have called “Organisation Evolution Framework“.
Evolution because I think that all the “building blocks” of this framework are in dynamic relationship with each other. Framework because all these elements are similar to a Canvas, where Intentional Design needs to happen.
I’m happy to announce that the Framework is now in its Version 2, thanks to all the feedback generated. It’s mostly minor tweaks and corrections, plus the fact that the tool is now embedded also in the concept of the Intentional Organisation that I am developing.
I tried to keep this visual as simple as possible, with the primary objective to collect feedback on it and on its components.
We have already encountered the building blocks of this visual, and I have dedicated (or am in the process of doing so) at least one post to each item. But I also wanted to start showing the working definitions of each component in a slideshow format.
For each element, you will find a tentative definition as well as the identification of what I have called “Critical Element“. In my view, each of the Building Blocks delivers many elements that are critical for the organisation existence and prosperity, but there is one that is more important than the others in guaranteeing the effectiveness of the organisation construct.
Whenever you work with a visual, the risk is that you give the idea of a static reality. As I’ve underlined multiple times in the different detailed posts, the reality is that Organisations are dynamic organisms. Thus, all these building blocks live in a dynamic relationship with each other. This is the reason why I have used circles and rounded figures, to stress the fact that there is not a hierarchy between the elements. And I have used circular arrow clipart in the centre to stress the dynamic role of Leadership in having all the components “evolve”.
In a separate post, I have tried to explain how these elements interact together in the context of Digital Transformation, which I consider truly being the major evolution for our organisations today.
I have now further expanded this concept in the long article Building the Intentional Organisation where I explain a few of the features of the relationship between the components.
I have already written several posts that cover some of the components. As soon as the feedback of this model becomes consistent, I will create some more consistency across the different posts. And possibly create a short eBook which collects the various elements. Two areas are notably absent from the list below: Purpose (although I have written about this topic before) and Ecosystems. I will cover these topics in the coming month.
A review of old and recent models for definition of Strategy, seen in the context of the establishment of priorities.
A review of Operating Models frameworks and tools, both from academia and from consulting. With a reference to the concept of Enterprise Architecture.
A review of the definition of Purpose through management literature, and its importance as the cornerstone for design.
A review of the most important definitions of Organisational Cultures, and the most widespread approaches and toolkit on the subject.
There are also a few other posts that relate to the Design of the Organisation model (I already wrote about the concept of Intentional Design), and about Execution within the model. Here are the most important ones. Again, I will try to harmonize the articles over time.
A work-in-progress article about the concept of Intentional Organisation. This is not a new model, but rather an approach to build dedicated, consistent and innovative organisations.
A post about Consistency in the organisation, and how this should be a primary driver in building organisation, through Intentional Design
A high-level guideline on the importance of Design Thinking for HR Professionals.
Governance is a key attribute for a successful design, as it bridges Strategy and Execution.
Based on the experience and suggestions of Pixar, this article explores how we can support the development of a Creative Culture.
As I am still figuring out how this visual framework can really support the overall understanding of an organisation, I would truly welcome your feedback on it. Please feel free to use the Comment Section below, or post your feedback on Linkedin or Medium.
Thank you for your support!
Cover Photo based on iMac Pro Mockup by Anthony Boyd.
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