organisational development – Veronica Stenberg

A framework for a Mission Vision and Value template

Veronica — Mon, 12 Oct 2020 06:50:05 +0000

In order to align a group of people to work effectively and achieve progress, one of the tools that you need in place is a shared goal, a vision and a way to follow-up both progress and success with KPIs.

Having worked in many different companies, ranging from having the values clearly displayed on the walls in the offices, following up on results each week to companies without a clear framework for this in place. I can honestly say that I personally prefer the former. As I think many people do as it gives ones work meaning and it helps employees understand how to add value and help a company grow.

When I enrolled in the Google Elevator program our teachers presented one of the best frameworks for this type of template I’ve seen. I got very inspired by this and made my own version of this and have used this type of framework previously in my work to create clarity of the way forward.

This framework is easy, visual and straight to the point. It can even be used on a team level with a few tweaks.

You can download my template here and make your own version and layout with the components.

Why you should define and display mission, vision and values with key objectives:

A tool to align the organisation towards the same desired output and result
Create clarity on the type of culture you want to build though defining values
Create clarity on the type of customer experience you want to create
Motivate and engage your employees through relating their work and responsibilities directly towards a business objective
Define KPI’s that help you follow-up on progress and gain insights on where and why you need to improve
Create focus and know what to prioritize and what to say no to

DOWNLOAD TEMPLATE

Photo by Gabriel Tovar on Unsplash

Digital transformation pain point: Hanging on to old organisational structures

Veronica — Mon, 28 Sep 2020 06:25:18 +0000

When you work with crafting digital experiences you need to build an organisation that supports that within your company. Even service providers such as digital agencies need to adapt and build teams in a new way around clients’ needs around their client’s needs. A concrete example of this is that you need to identify the best way to build teams around the experience you want to provide your customers with. They may be cross-functional or sometimes fluid teams. This, of course, put new demands on processes, competencies, communication, tools and a collaborative culture within your company.

The solution:

Explore different ways of working that creates the best end result.

A good example of a solution to this is Apple. Instead of having an iPad department, they have people being experts on one thing, for example, glass. That means that those who are can work with any Apple product, not just the iPad.

Photo by “My Life Through A Lens” on Unsplash

Digital transformation – Look at how your business is organised and at your company culture

Veronica — Mon, 20 Mar 2017 05:45:47 +0000

There is a reason agile methods have catched on. Time is scarce today and everyone seem to be in need for more of it as digital evolve. Even large corporations with plenty of staff have the same need for increased resources, which in some cases can be quite baffling with the sometimes huge amount of staff at hand.

Ineffective organisations can drain the energy from the most brilliant projects and initiatives. And if you want to get ahead in the digital world an effective, clearly defined organisation is key. Where everyone’s roles and responsibilities are clearly defined. Which can function across departments and bridge gaps. Clarity creates a calm and leaves room for creativity. You don’t need to tell people WHAT to do, it’s WHAT their responsibilities are. So they can own their area and help align this with any overarching strategy.

A safe and curious culture is also a key component, where your staff is not afraid of failure and where there is a mutual respect between colleagues but also the senior management – where you hire staff for their expertise and trust in their skills and abilities to get the job done. This is a strong foundation to build upon.

Remember that the increased speed of change and new innovation requires a foundation that is clearly defined so when you need to adapt to change, everyone knows what their responsibility and their KPIs are.

However – there is a huge difference between being flexible to align towards changed circumstances with your strategy and goals in mind, and being controlled by the events happening around you.

Key questions to ask:

Are our staffs roles and responsibilities clearly defined? Or do some roles overlap
Does everyone know who does what?
Are there new areas in our company that does not have someone responsible for owning them? And driving them forward that could contribute towards your success?
What type of company culture do we have? What lessons do we learn from our mistakes?
How does senior management react in terms of staff making mistakes?
What methods, processes and tools do we use and do they help us achieve our business goals or are they in the way, or an actual liability?

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