We
Work With Organizations!
Organizations are dynamic entities.
While this has always been the case, the pace of change today
couldn’t have even been contemplated as little as 25
years ago. The complexity and ambiguity facing organizations
means that they are being continually ‘recreated’.
A central function of leadership today is to facilitate this
re-development without letting it consume the organization’s
resources and overshadow its core activities. Dickson Wood
& Associates can assist in keeping organizational dynamics
in focus by supporting efforts around strategic
management, change management, integration management, and
governance practices. Our associates bring
expertise in each of these areas.
Strategic Management
Most organizations today continue to approach their strategic
processes the same way organizations did two or three decades
ago. Strategic work still tends to be seen as an isolated
exercise performed annually and commonly referred to as the
dreaded ‘strategic planning retreat’. These exercises
frequently degenerate into pointless word-smithing of nebulous
mission / vision statements. However, current business realities
demand that organizations engage in continuous strategic
management rather than periodic instances of projecting
and forecasting. The ability to continuously challenge assumptions
about their business has become the hallmark of today’s
successful leaders.
Failure to constantly reassess assumptions will ultimately
doom any venture. But, attending to changes in the business
environment takes time and can distract attention from the
immediate and practical challenges of executing the current
activities. The key is to develop enabling
mechanisms that streamline the efforts of leaders as they
balance the imperatives of both ‘staying the course’
and adjusting to unanticipated conditions. DW & A works
with leaders to determine effective means by which to meet
this challenge.
Change Management
Because change is such a pervasive element in our lives we
have an inclination to simply let it happen…and then
respond. Experience tells us though, that preparing for the
impact that a change will have greatly improves our ability
to adapt and leverage the value from the change. Whether it
is a new structure, a new business model or new technology
there will always be both predictable and unforeseeable implications.
Determining and planning for that which is predictable pays
tremendous dividends in terms of the overall assimilation
time. Developing a process to deal with the unexpected when
it arises shortens the reaction time significantly. Our expertise
in facilitating a thoughtful approach to change management
can make the difference between resistance and cooperation
among those experiencing the change. We are confident that
we can make a difference!
Integration Management
Acquisitions and mergers have become a mainstream business
activity during the past twenty-five years. Even in the public
and not-for-profit sectors consolidation has become common
as agencies are amalgamated in an effort to optimize limited
resources. While the economic case for a merger may be easy
to establish, veterans of many mergers are quick to point
out that the real work occurs after the deal is done. Bringing
together two organizations invariably involves the integration
of cultures, methods, processes and technologies. Failing
to address these elements in a planful manner virtually guarantees
a problematic transition. Being clear about the objectives
for a merger, communicating them honestly and then supporting
everyone’s efforts in pursuing them limits the inevitable
chaos associated with consolidation. DW & A works with
organizations to develop and implement effective transition
plans.
Governance Practices
Good governance is about doing the right thing
regardless of whether or not there is a rule that says you
have to. Of course, that includes ensuring compliance with
existing legislation and industry requirements. But, it also
means setting self-interest aside and using one’s best
judgment to balance the interests of all stakeholders. The
reality, however, is that it is very difficult to neutralize
the effects of personal interests. The only way to do so is
to discuss this reality openly and candidly before it becomes
an issue. Creating a governance structure, processes and self-regulating
mechanisms up-front, will save a lot of grief in the end.
Our associates have a wealth of experience in guiding organizations
in developing sound governance practices. If you want your
organization to be seen to be above reproach, we can help.
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