A Roadmap to Organisational Growth

Transcription

1 A Roadmap to Organisational Growth Features & Methodology Outcomes Definition of stakeholder groups Skills requirements analysis Identification of key objectives and success factors Definition of maturity and compliance indicators Creation of Dashboard and Scorecards Workshops, briefing sessions, training Mentoring and Coaching Interventions directed at agreed standards, compliance issues and defined outcomes Agreement on indicators and change parameters Change programme momentum is maintained Support for role players available to ensure delivery improvement Goals & Objectives remain visible throughout the programme Role player activity monitoring tools Ongoing assessment of delivery team capability and success Commitment and involvement of all stakeholders and participants secured Objective dashboard and maturity measurement implemented 1

2 BS25999 level BS25999 or ISO9000. Training alone does not make the organisation mature or compliant with standards and best practice. Neither does the introduction of policies and procedures and the drafting of compliance processes. Change management, skills and culture development are required for the programme to be sustainable. Interventions or programmes to achieve this all involve enhancing or even changing the culture of an organisation. That means changing the mindset and habits of people throughout the organisation. The Caridon Roadmap has been devised to facilitate such programmes in a manner which ensures that the necessary knowledge is introduced and that the attitudes and disciples are accepted by all. The issues of Compliance and The Caridon Roadmap to Organisational Growth The Challenges of guiding and managing an enterprise in the 21 st century is more than ever an issue of leadership -leadership at all levels within the organisation. With the economic and corporate failures in recent times, senior executives are being personally held accountable for the effects of socio-economic forces. Successful companies will be those that identify with and adopt the new business ethics involving social and environmental responsibility, fiscal; prudence and just plain good, moral governance. The fact that so much of these ethics are finding their way into regulation, good practice and the law means that all levels of the organisation must adopt what are in essence a new set of values and principles from which to operate. This is a major change management task to ensure that the new codes, policies and procedures are understood and adopted by all personnel. It matters little which standard or regulation needs to be introduced or complied with. It could be the introduction of ITIL or Cobit, a code of Corporate Governance or an international standard such as Some Definitions: Compliance relates to the level on a scale of 0-100% to which the organisation is aligned with a set of agreed standards. The alignment is calculated either as a percentage of necessary work elements completed or as a yes/no answer to a status question. relates more to the stability of the ongoing adherence to the standards (compliance), and also to the overall level of compliance achieved by introducing the change programme. The latter concept can be related to a timeline during the Simple Curve Current (1-5), 1.7, 22% implementation of the programme. This is based on the theory that before the implementation 2

3 programme is commenced, the maturity and compliance levels would be very low. An intervention is then activated to improve these through a series of project phases. The assumption is that once acceptable levels of maturity and compliance are achieved, they will be maintained during normal operating procedures. Applying a maturity curve in this manner during the project is acceptable, but thereafter, policies procedures and operating processes must be audited and measured to ensure the level of maturity is maintained 2. Appoint role players within functional areas Identify & appoint candidates Establish draft KPIs. 3. Initiate training courses Set up training & briefings Schedule Executive Briefings Schedule and deliver role player 2-4 day training Deliver all-staff compliance & maturity awareness 4. Provide mentoring and coaching to Role Players Assess individuals & teams monthly Regularly mentor and coach individuals & teams (monthly) The roadmap to follow in achieving organisational growth and maturity comprises various stages: 1. Determine current status of maturity within the organisation 5. Progress maturity at all levels Activate introductory web-based course for individuals (e-learning) Where necessary, deliver short (1-2 hour) awareness sessions to all staff. 3

4 6. Track ongoing maturity development Develop and apply an organisation-specific maturity assessment curve. Interpret progress monthly from mentoring & coaching of role-players Analyse results from all-staff awareness elearning activities Review status of change instruments Strategy, Policy, Plans Regularly (monthly) assess regions and overall corporate maturity against the maturity model 7. Establish processes and procedures for sustainable maturity development Review and Reporting Annual reviews and exercising Our Value proposition As consultants, Caridon will facilitate the execution of these steps over a period of 6-12 months. After this time we expect that the maturity programme would become self-sustaining. Nonetheless, most standards and best practice require that reviews of policy, strategy and all plans be carried out annually. Caridon consultants have had extensive experience in similar projects and the challenges which they bring. We will actively engage with the client s team and the key stakeholders as required, and make use of tried and tested methodologies and tools to support the programme. We have teamed with respected partners to provide us with suitable technology & services where necessary. This will enable Caridon to deliver some aspects of the programme as effectively as possible. These partnerships were entered into to ensure that our customers do not need to acquire specialised software to achieve a successful implementation, because these services are normally hosted by the partners and delivered to the participants through web services. The Caridon roadmap to maturity has been 4

5 developed in response to the needs and experience from major projects over the years. As Caridon, we are well placed to provide consulting and change management support to optimise your investment in skills development and training. Caridon are able to assign the services of a team of two or more consultants on a retainer or time and materials basis to perform the following functions; Develop and analyse the initial current state survey, Create the appropriate all-staff awareness material for deployment to all personnel, Analyse and monitor the all-staff awareness, Provide post-training mentoring and coaching of role players, recommending additional team and skills development as required, Set up a meaningful, easy to use maturity scorecard, and maintain this on a monthly basis for 6-12 months and Assist in introducing the procedures necessary to sustain the change programme into the future. 5