OrganiSAtional Effectiveness

OrganiSAtional Effectiveness is a South African developed program. The goals of OrganiSAtional Effectiveness are to:

Ø Identify and describe the nature of the organisational culture

Ø Prioritise issues which need to be addressed

Ø Create a unique program that will map the route between the current situation and the organisation’s potential

Ø Implement powerful new models of leadership and organisation which take into account Africa’s rich cultural heritage

Ø Map a personal growth path for leadership, management and staff

Ø Improve the quality of communication within the organisation

Ø Align the needs of employees with that of the culture

Ø Improve productivity

Ø Tap into the hidden potential of employees

Ø Create a winning culture and personality for organisation and employee alike

It differs from programs and systems developed elsewhere as it takes into account the uniqueness of the South African environment, the needs of workers, management and stakeholders. In the development of the programme, we have taken particular cognisance of South Africa’s rich cultural heritage and national spirit.

The Process

OrganiSAtional Effectiveness is based on a modular approach. Each intervention is unique and is based upon feedback obtained from the actual intervention itself. We have tools which are able to gauge the culture before and after an intervention. In this way, we can quickly identify the efficacy of the intervention. We are also unique in that we provide the client with tools and training that allows the client to do these climate surveys when required.

We stress that this is not a common client / consultant relationship. Rather, we move from the role of being active participants to facilitating a continuous transfer of skills to client staff thereby ensuring the personal growth of organisation’s participants. We ensure that an increasing number of the consulting activities and intervention will be handled in-house. The steps in the process, along with the associated deliverables and milestone, are clearly deliniated and provide a roadmap to the future for both workers and management. The steps are as follows:

Stage I –Situational Analysis	This Comprises an organisational analysis based upon structured interviews followed by the implementation of a questionnaire. The questionnaire is selected from our database of sample questions designed to deeply probe the issues raised during the structured interview phase. Once analysed, the results of this stage are presented in a workshop with management.
Stage II – Workshopping	The workshopping phase is designed to achieve the following objectives: - Presentation of Phase I results - Discussion of Phase I results - Scenario planning phase - Prioritisation of organisational priorities - Action Plan - Project Plan - Project Organisation
Phase III – Project Management Skills Training & implementation	Having identified priorities in the workshopping phase, project teams are identified and certain projects are implemented after project team members have undergone basic project management skills training.
Phase IV – Project team reportback	The project teams report back on their successes. Phase IV is therefore an on-going process.
Phase V – Situational Analysis	Identified organisational members are given the requisite skills to perform their own organisational assessment. The results of the assessments in Phase I and Phase V are compared to determine progress in the achievement of organisational goals.
Phase VI – On-going project identification	The organisation now moves into a phase where it it oriented towards the identification and execution of projects. This is important as the skills of individuals to identify, manage, execute and report back on these projects will greatly increase. The organisation will also start to develop a probem/project culture with project management skills such as goal setting, timeline management, efficacy and milestones being absorbed into everyday operation and language. Each member of the organisation is and feels to be an important part of the culture or orgaisational effectiveness.

Intervention Skills & Modules

Top Management	Ø Leadership Ø Mentoring Ø Critical Thinking Ø Vision
Middle Management	Ø Organisation Psychology Ø Goal Setting / Time Management Ø Mentoring Ø Project Management Skills Ø Skills Transfer
Line Management / Staff Management	Ø Goal Setting / Time Management Ø Mentoring Ø Project Management Skills Ø Skills Transfer
Staff	Ø Problem Solving Techniques Ø Presentation Skills Ø Group Dynamics Ø Thinking Skills