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HR Florida 2011
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Erasing the Org Chart:Toward a More Fluid, Results-Based
Definition of Work
Franny Oxford, MA, SPHR
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Your Work Has Changed Stabilizing
Rules
Procedures
Org Charts
No Exceptions
Creating
Customization
Change
Results
Resourcefulness
ROI
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Focus on RESULTS• Resources• Expectations • Series of guideposts• Ultimate goal and consequences• Listen to concerns/obstacles• Time study• Share cultural norms
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Get Organized Around the Company’s
Future
Toss out the Past
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Developing RESULTS• Check out current practices
– Current metrics– Pareto out issues– Ask 5 why’s– Root cause
• Eliminate irrelevant practices– Slate for deletion– Sell to execs 9
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Developing RESULTS• Company strategy
• SWOT human capital needs against strategy
• Generate draft high-level RESULTS
• Communicate with execs
• Break down RESULTS into business plan by division or team
• Communicate with managers
• Work with managers to break down RESULTS to individual level
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Communicating RESULTS• Individual employees should have some
say• Be careful about assumptions:
– time studies– old processes– shared resources– unintended consequences– unstated anxieties
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TimelineCurrent state analysis
2 months
Destructuring 1 month
Strategy/SWOT 2 months
Selling and Managing Change
3-8 months
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“Rules are like fingernails. You have to cut them back every once in a while if you want to be nimble.”
Timeline for Reinforcement: FOREVER
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Franny Oxfordhttp://frannyoxford.com408-372-6696