In this episode, we take the time to learn a little more about one of our presenters, Rupert Morrison.

In this episode, we take the time to learn a little more about one of our presenters, Shradha Prakash.

Is it RACI, RAPID, DARE or 'I want to die'? Why we love creating responsibility mapping charts but never ever use then in reality (please ping us if you actually do). Is there a better way to think about it? Yes, there is... have you tried RAD?

Rightsizing requires identifying the right approach to fit the right business context. Use the FIDRAM method of workforce planning to understand what approach is fit for different parts of the business.

Employee burnout, loss of culture and productivity, and disruption of business, to name just a few things. Org transformations are often equated with big, messy disruptions that we want to get over with as soon as possible. What if transformation is not one time craziness, but an intentional evolution towards long term capability building?

Every organization today works in some form of matrix structure. It is an essential construct to navigate organizational complexities and foster collaboration. That said, how many dimensions of solid and dotted line are actually needed and why?

The first rule of successful org design is to sperate out people and positions. But there is another consideration that is equally critical – differentiate between roles and positions. Why is it so important for org design and workforce planning?

Let’s not use them interchangeably, please. Org capability is what organizations have as combination of people, systems and processes. Skill is what you can do, competency is how to apply those skills in the work.

What do you do? What work does your team do? How does the work help create business outcomes? Do you enjoy doing the work? Should you even be doing this work? Answers to these questions provide us an understanding of how we create business impact and how we make decisions around workforce planning. Ask these questions as part of your quarterly business review and link it to the HR processes.

What does org design even mean? Is it about changing the operating model or is it about tweaking the work on an ongoing basis? What design action is right for your organization? Tune in to discuss what is most relevant for your organizational and business needs – is it heart surgery or joining the gym?