Organisational Design & Stratergy

Organisational Design & Strategy

Organisations are composed of many interrelated people.

Releasing the potential of people and enabling them to handle autonomously the problems that arise in their work domains is the way to provide organisations with the flexibility they need to survive in complex and rapidly changing environments. Life Science Associates work with executives to support the development and execution of their strategy and help them:

Simplify Complexity without Being Simplistic

We define complexity as situations where no one department or individual has all the information, knowledge or intuition, anticipation of trends, or perspectives to be able to resolve them. When we react to complexity without first understanding it, we run the risk of developing over simplistic solutions. We believe that the significant challenge we face in organisations today is not so much problem solving, but rather problem seeing. It is LSA’s belief that the ability to perceive problems will separate market leaders from the rest. We have developed a proprietary design process using the principles of Generic Design Science that helps businesses develop strategies and solutions to problems that embrace complexity.

Distribute Control To Autonomous Teams

Organisations are finding it increasingly necessary to reorganise themselves in the belief that this will enable them to execute their strategies more effectively. When Life Science Associates are asked to help with redesigning organisational structures, we try to help the client strike a healthy balance between centralised and decentralised control. If leaders do not want to be overwhelmed by complexity, they have to distribute decision making and control throughout the organisation to autonomous business teams. However any future organisational design must balance this  redistribution of control with independent audits, implementation of closed loop control and negotiated mechanisms to revoke autonomy when the resource – performance bargain between leadership and the autonomous business teams has been compromised. We have successfully developed a cybernetic model to assist our clients design organisational structures that are built on a number of well researched design principles. This is far more effective than the all too common practice of shuffling boxes around an organisational chart, without any guiding design principles to validate the final organisational design.

Our assignments have typically focused on the following activities:

  • Partnering with leadership teams to develop custom processes for deploying the strategy throughout the organisation
  • Building new operating models which typically include:
    • Developing processes for establishing a constancy of purpose – policy development and communication.
    • Creating autonomous management teams throughout the organisation.
    • Distributing control to the value-adding operational elements in the business.
    • Developing a resource performance bargain between corporate and operations that outlines when autonomy may be revoked.
    • Developing distributed problem solving capability at all levels of the organisation.
    • Minimising unnecessary complexity through the thoughtful use of planning and standard operating procedures.
    • Identification of key responsibilities and accountabilities at all levels of the organisation.
    • Designing autonomic control systems throughout the organisation.
    • Building closed loop business controls.