Inadequate organizational structure?
Poor collaboration between departments / silo’s?
Confusion about who is responsible for what?
Too narrowly or too broadly designed functions?
- Design and implement changes of the organizational structure
A less efficient organizational structure often causes: silo’s, fragmented responsibilities, ambiguities and gray zones as to who does what, internal politics, … This creates a loss-loss situation for all stakeholders: customers, employees and shareholders. A well-defined organizational structure is an important factor for efficiency and competitiveness.
Designing and implementing an optimal organizational structure. This includes, among other things: model choice, structure development, team classification, missions and core activities, hierarchical levels, team sizes, job design, decision power, work organization, coordination mechanisms, migration plan, …
Changing an organizational structure is complex and very sensitive because it touches directly to the individual interests. We have developed a standard process that can be adapted to the specific needs of the customer. We have an extensive experience in this field and can guide you through your choices and help you through the implementation and internal communication.
- Improve internal customer-supplier interactions
Internal suppliers often do not know exactly what their customers want. They do not always know their expectations. As a consequence they do not meet them.
Internal customers often do not know the implications of their demands for the internal supplier. They rarely have an idea of the cost of their demands. As a result they ask often expensive bells and whistles.
Improve internal customer / supplier – relationships in order to increase efficiency, shorten lead times, eliminate internal frustrations.
Our method maps the internal customer needs as well as the internal supplier costs / difficulties. In function of the outcome of this exercise activities/outputs can be clarified, improved, increased, decreased, shifted, … . These decisions will be consolidated in an action plan and implemented in project mode.
- Clarify roles and responsibilities
In every organization, there are tasks / responsibilities that fall between the folds of the various departments / teams / staff. This often leads to frustration, conflict and underachievement. In extreme cases, this can even be noticeable to the customer.
Clearly defining the expectations towards each department / team / employee and translating these requirements into roles and responsibilities.
This exercise starts with the review of the tasks / responsibilities of each department / team / employee. These are put next to each other in order to check the global coherence. Consequently a plan is developed in order to move from the current way-of-working to the new way-of-working. This plan will be implemented in project mode.