Transformation Insights

1. Focus the organisation on delivering only its core purposes.

Start by carefully defining the organisation’s core purposes. Identify all the process steps to deliver the essential services and the key deliverables that make these up. Complete end-to-end top level process maps and identify all the ‘significant events’.

Then start to strip away all other tasks – they may not need to be done.

2. Empower focused multi-skilled teams to deliver just the key deliverables.

Then cluster people into multi-disciplinary teams with the skills to deliver each of these key deliverables and ‘significant events’. Make sure that each team is empowered to plan their work, learn from it and to continuously improve.

Then start to strip away all other jobs – they probably aren’t needed.

3. Ensure each level of leadership has a clear and valuable purpose.

Make sure that each team at each level has clear leadership and simple objectives. Build up the organisation by clustering these teams in an intelligent way with appropriate spans of control. Ensure each level of management above has a real job to do.

Then strip out all other management roles and levels – again they are probably not needed.

4. Adopt a ‘whole systems’ approach to the implementation. 

Plan the changes to the new organisation, seeing it as a living, whole system. Engage staff and key partners in co-designing the changes as far as possible.

Simultaneously make changes to strategy, systems, culture and team identity in a controlled way. Carefully manage the journey through identified transformations and gateways.

Then track real cost reductions achieved against the original target using rigorous project management.