Why it’s important
Leaders are challenged by the need to deal with some of the most complex issues in the organization, especially when the future is unclear or uncertain. Many aspects have to be considered such as Federal/State/Local politics, changing regulations, increasing or changing customer needs, vendor issues, overlapping systems with differing needs and priorities, and staff competencies and development needs.
For the organization to thrive and last, processes must be understood and created to address an ambiguous future.
What is it?
This organization development process assists leaders and leadership teams in developing the skills needed to master the management of organizational complexity and change.
What are the outcomes?
- Management of organizational complexity that goes beyond strategic planning
- Effective decision-making and problem-solving when faced with complexity, uncertainty, and ambiguity
- Working at both tactical and strategic levels
- Navigating change and the increasing complexity using evidenced-based tools
- Developing competence for leaders to lead the organization through times of complexity, high levels of ambiguity, and change, and coaching these abilities in middle management
- Management of information complexity and problem complexity
- How to determine organizational and individual capacity for managing information and problem complexity
- Specific coaching and mentoring tools and methods to help your staff increase their ability to handle complexity and change
- Succession planning for ensuring the future of the organization
- Using Complexity and Change Models to Develop the Next Level of Organizational Leaders
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What are the areas of focus?
While every organization development process changes to meet your organization and leaders where they are, the following areas of focus are meant to share what will be accomplished and developed.
Organizational Complexity and Change
Overview: Complexity is determined by the number of factors, the rate of change of those factors, and the ease of identification of the factors in your situation.
Learning will focus on gaining an understanding of information and problem complexity, its direct application to executives, and illustrating a systemic process of moving the organization toward achievement of long-term goals.
Determining the Current Level of Information and Problem Complexity
Overview: Leading an organization through complexity and change requires a thorough knowledge of the organization as a whole and of employees’ current level and comfort in dealing with complexity and change. Once this is known, then the proper plans and skills for leading and managing change can be matched to the right team, person, and process.
Learning will focus on a process for determining individual and organizational current level of information and problem complexity. Steps to accurately match organizational goals and objectives within a time frame that makes the work achievable. Additional focus will be on managing change and creating solution-focused steps to build upon the strengths of the organization and its people, and how to develop shared behaviors that continually improve and thrive through complexity and change.
Leading Through Complexity and Change in Action
Overview: Once the foundational knowledge and organizational understanding of information and problem complexity is understood, there are a series of tools that can be used to implement the process. The organization’s leadership will use these tools to solve and handle current complexity and change. This session will provide a feedback system to enhance the decision-making and problem-solving skills of the participants.
Learning will focus on the use of Plan: Do: Check: Act models for setting short-term measurements of success and failure. By examining the different complexity and change tools leaders will be able to understand, plan and ensure the best level of focus to achieve organizational goals.
Organizing Work for Employees’ Current Level of Complexity and Change
Overview: This is a very different way to look at organizations. The level of change, the increasing complexity of the work, the regulations, and needs of the customers are not getting any simpler. Once leaders understand how to measure and determine how they handle change, a process can be put in place for change management throughout the company. This allows for better matching the amount of complexity inherent in the work with the proper level within the organization. It is necessary that all employees work in a cooperative manner toward shared goals. This cooperative plan for change will ensure that needed changes occur and that the people who are working with the change are better matched to learn and implement what is necessary.
Learning will focus on
- Planning for change
- Using examples and setting a framework for the participants to choose a change that is either happening or will happen
- Using new and existing knowledge to effectively plan for change
- Learning the Planning a Change Model
- Determining at what level of the organization change is necessary
- Using the Individual and Problem Complexity model to craft action steps to implement the change.
More Leading through Complexity and Change in Action
Overview: Based on the previous experience, participants will discuss questions, challenges, successes and lessons learned. This time will serve as a facilitated learning community to talk about what participants have applied and developed to increase their organization, team, and management through complexity and change.
Using Complexity and Change Models to Develop the Next Level of Organizational Leaders
Overview: Any organization will rise only to the level of the skills of its leadership. Succession planning and the ability to recognize and develop the future leaders is necessary for the longevity of the organization. Employees who can plan through times of complexity and change must be identified and placed on a development track to take the organization into the future. From the previous sessions, participants have gained the knowledge of individual, informational, and problem complexity.
Learning will focus on:
- How to use this information to create succession plans
- How to determine who has the potential to handle higher levels of complexity and change
- How to hire and determine, based upon the role within the organization.