build better teams
TRANSCRIPT
Skore Labs Limitedhttps://www.getskore.com
Build Better Teams
A 5 step approach to aligning people, process and strategy in organization design
Businesses need to be agile to survive the pace of change in which we operate today.
Make change a capability by ensuring alignment between strategy, the people you hire to deliver it
and your ways of working.
Key Problems
Lack of clarity on key goals and
direction
A change is required to improve performance
The work is not aligned with
objectives
Roles are not based on actual work required
Job descriptions are not accurate
New hires’ expectation does
not match role
No improvement in performance
Leads to
Therefore
So
Results inChange needs to be strategically aligned to ensure success. Alignment means everyone knows what to do and why they do it.
5 Step Solution
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
An iterative design process that ensures a clear line of sight between the organization’s objectives, the work required to meet them and the team needed to deliver it. Provides clarity of roles and responsibilities.
A clear and simple strategy
document ensures
everyone is aligned to the
direction
Focus purely on the work required
to meet the objectives and
avoid re-introducing any
existing limitations into
the design
Clarify the key responsibilities
and workload for each role
Identify key skills and experience required for the
new team
Define the grouping and
reporting structures to
ensure correct compensation
and reward
Iteration 1 Iteration 2 Iteration 3 Iteration 4
OutcomesAt the end of this 5 step approach the design team will have created:
Work MapDescribing the key areas of work required to meet the strategic objectives of the
organization
Job Descriptionsfor each member of the new
team including key responsibilities, tasks, skills
and experience
Org ChartThe structure of the new
organization including the teams and reporting lines
With these deliverables you can:
Build a Business CaseCreate a compelling and thorough business case for change. Demonstrate the rigor of the designs and the line of sight between strategic objectives and organization structure.
Prepare the Budget
Accurate and strategically aligned job descriptions provide details for identifying industry standard compensation packages.
Create an Implementation PlanPlan the implementation of the new organization comparing the future state to the current state. Phase the implementation of the work based on development and hiring dependencies.
Develop the Team
Use job descriptions to understand the skills gaps in your existing team. Create a development plan to train the team and/or hire new talent.
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
Understand where you are today…
• What do your customers think about you?• How are you positioned against your competitors?• How does the team feel?• What is your financial position?
Run surveys, interviews and perform competitive analysis to get a realistic view of your current performance.
And agree where you want to be tomorrow
• Your vision and objectives• Financial targets• Identify the key initiatives that will get you there• Define the key measures• Agree design principles
Run workshops to review the current position and agree direction and strategy.
Set out your goals and objectives in a way that is clear and concise. You want everyone to pull in the same direction.
• Has it been communicated to everyone?• Does it fit on one page?• Is it prominently placed in the
organization?• Is it easy to find?• Do people ‘get it’?• Can the team see the progress?• Is it being updated and approved?
When you start the next phase of the process your team must be completely aligned on the direction and how progress will be measured.
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
1. Set the strategic objectives and
goals
2. Define the work
required
Start with a whiteboard and sticky notes• Create a list of all the activities required to meet objectives
• include anything the team can think of regardless of how high or low level it is• don’t spend too long on the words and descriptions
• Group the work into logical groups• Activities that share similar outcomes• Provides context and helps understanding• Focuses the next phase of the work
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
Create an integrated model, or work map, to capture and describe all the activities. Using Skore app makes it easy to create and analyze the model later on. Skore app uses simple building blocks to help the team build the model.
Each box describes a unit of work (what happens)
Each unit of work will have roles assigned in order to
identify who owns and/or does the work
Every unit of work exists to produce an outcome, defining
this ensures the work is adding to the overall objective
and sets the context
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
Add the activities identified in the first workshop to create the work map. Create sequential flows where relevant.
High level inputs describe what drives the work
The main groups of work are placed in a logical sequence
where relevant
Each group has at least one outcome or deliverable
defined. This provides context and helps with future
understanding
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
Deconstruct each unit of work into more detail in order to understand the main areas.
The main areas of work are described at a high level
Work units are deconstructed into more and more detail
Three levels are typical to describe the key roles and
responsibilities
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
Tips and Tricks• Don’t spend too long getting the ‘right words’, there will be several iterations to get
this right• Don’t worry about duplication, this will be highlighted later• Don’t worry about process ‘flows’, it’s more important to capture the work than the
order it may happen in. The flows will emerge with each iteration• Things will be missed out, they can be added later in future iterations• Don’t consider roles yet, this will only constrain the design based on current
understanding of roles• Don’t go into too much detail, the team your are designing will decide the detail once
it has been assembled. For now you only need to identify the key areas of work to deliver the strategy
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
Create an initial list of roles on a whiteboard or flip chart. Start assigning these directly to the work map using Skore app. Update and improve the work in the work map as you go.
We recommend using a responsibility model, such as RACI, to ensure you capture the involvement of each role at this level. (see appendix for enabling RACI/RATSI in Skore app)
Add each role to the work and mark it according to RACI
Create initial job descriptions by creating reports in Skore app. Review the reports for each role as a group to determine the feasibility based on the work assigned. Identify relevant skills and experience. Produce simple graphs based on the RACI assignments to help prioritize which roles to review first.
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Focus on the outliers:• Eliminate/merge those with few counts• Redistribute those with high counts• Create new roles where required
Accountable Responsible
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
1. Set the strategic objectives and
goals
2. Define the work
required
3. Assign roles and
responsibility
4. Create job descriptions
5. Create organization
structure
Organize the roles into a structure that makes sense based on the roles/jobs you have designed so far.
Update and finalize the job descriptions according to this structure.
[email protected]@skoreapphttps://www.getskore.com
Contact Us
Learn more about organization design with Skore app
Appendix• Simple modeling with Skore app• Responsibility Models (RACI/RATSI)• How to enable RACI / RATSI in Skore app• How to export roles data in Skore app
Simple modeling with Skore appSkore app uses a simple modeling technique developed from IDEF0, a systems based functional modeling approach used by the US Airforce. It uses a simpler notation than typical process approaches and natively supports hierarchical mapping, making process decomposition very easy.
The benefits of this approach are:• Quick and easy to learn - making it easy to apply and easy to explain to all members
of a change program• Engaging – as it’s easy to learn and understand the team are able to spend more
time on design and less on the methodology• Value driven - meaning that the focus of the approach is on the outcomes of the
work over the work itself• Focused – The hierarchical approach allows teams to focus on details in the context
of the wider process or system
This technique is used by companies all over the world for organization design, process improvement, change management and quality management among many others.
Responsibility Models (RACI/RATSI)RACI is perhaps the best known of the responsibility models. RACI stands for Responsible, Accountable, Consult and Inform. These describe the level of responsibility that an individual, or role, may have in a given piece of work. In terms of this process it enables us to understand the level of skill and experience that each role may require and therefore help in the selection and/or development of talent.
One criticism often leveled at RACI is the ambiguity between the R (Responsible) and A (Accountable). Especially in international organizations where the English definitions of these terms do not always translate clearly into other languages. For this reason it is recommended that when using RACI a clear definition of each level should be agreed among the team beforehand.
Skore app also supports an alternative approach called RATSI, Responsible, Authority, Task, Support and Inform. In this model Task explicitly calls out that the role must perform work. Responsible means the role responsible for the outcome of that piece of work (which is defined using the Skore app modeling technique). Authority means the authority to make Go/No Go decisions. This approach goes some way to resolving the ambiguity in RACI although still benefits from a clear agreement on the definitions of each level before the project starts.
Enable RACI/RATSI in Skore app1. Open Settings from the Extras menu.
2. Enable multi resources & tags then select either RACI or RATSI.
Export Roles data from Skore app1. Select Report data… from the Export menu.
2. Click on ‘Advanced selection of data’ and choose the ‘focus on who’ option.
3. Ensure ‘Include Parent’ and all items under Scope are also selected.
4. Then click Export the report
[email protected]@skoreapphttps://www.getskore.com
Contact Us
Learn more about organization design with Skore app