Organisation Design
As a practitioner in the Public Service, what are some tensions you encountered in your work with leaders and agencies?There are inevitably challenges and tensions a practitioner face when working with leaders. Hear from Dr Naomi Stanford the typical tensions she faced when working with her leaders in Public Service herself. WATCH NOW |  |
Do we need Organisation Design practitioners or should the skills be part of a leader’s or a manager’s skill set?Yes or No? Find out what Dr Naomi Stanford's views are on this question! WATCH NOW |  |
How can HR OD and SP practitioners better support their new leaders during changes of leadership?Change of leadership every few years is not unusual for all organisations. Find out how practitioners can support and coach their new leaders to look beyond their assessment of the strategy, culture and desired outcomes for the organisation. WATCH NOW |  |
How can we check for alignment of our organisation, even when we are not intending to do a re-design?Frequent restructuring and re-designing are disruptive. Hear from Amy on how we can do periodic checks and make continual adjustments to support our strategic conditions. WATCH NOW |  |
How do you design organisations for agility?There is a distinction between building agile teams and agile organisations. Ms Amy Kates nudges us to think of how to create an organisation around the agile teams that enable their agility, and not just agile teams alone. Find out what other ways we can consider when building more agile organisations! WATCH NOW |  |
What advice do you have for leaders who are leading organisation design efforts but are not having an easy time juggling with multiple considerations?Leaders have multiple responsibilities on a daily basis. Hear from Dr Naomi Stanford on how a practitioner can still support their leader on design work even if there's a limitation to the leader's visibility in the organision design process. WATCH NOW |  |
What are the respective roles of Human Resource, Organisation Development and Strategic Planning in Organisation Design?To do well in organisation design, HR, OD and SP functions need to work together closely as they each bring in a different lense and input which contribute to the larger whole system for the organisation. WATCH NOW |  |
What is an Organisation Design practitioner’s core responsibility? What does he need to know and be able to do?There are 2 lenses to look at the role of an organisation design practitioner - informal and formal. Check out Dr Naomi Stanford's views on this! WATCH NOW |  |
What value can Organisation Design bring if it's done well?The greatest value Organisation Design brings, if done well, is alignment. Hear from Amy why that is so. WATCH NOW |  |
Where should the Organisation Design practitioner and the Organisation Design work be best situated in a Public Service agency to maximise effectiveness?Typically, organisation design or organisation development sits in a HR function, but Dr Naomi Stanford recommends for it to better sit in the Strategy or Operations Planning functions. Key reasons are the "business vs people" narrative attributed by where it sits, and the more effective development and delivery of business strategies for the organisation. WATCH NOW |  |
Who do we involve in the organisation design process?In an organisation design process, we need both the leaders and people closer to the work to be involved. Find out why in this video! WATCH NOW | |
What differentiates between Organisation Design, Organisation Development and Change Management?Organisation design, Organisation development and Change management are 3 different disciplines but there are areas of intersections for us to be aware of. In practice, we need to adopt a range of tools and approaches across the 3 disciplines, and apply the appropriate one for the challenge/opportunity we are intervening on. WATCH NOW |  |
Illustrations used are from Storyset