ORG GROWTH AND DEVELOPMENT DeepOD

OD Advisory

for Org Growth & Development

 

TALENT AND CULTURE

Talent and Succession processes

Culture and engagement surveys, insights and actions

Culture roadmaps and development programs

LEADERSHIP DEVELOPMENT

Program design, development and delivery

Framework, process, assessment, content and review

In-house / outsourced / co-created solutions

TEAMS

Ways of Working

Group / team and inter-team dynamics

Power dynamics

Group facilitation

OD TECH ENABLEMENT

Tech enablement of Talent Management / Succession, Talent Acquisition, L&D and Performance

End to end OD and HR process integration

Detailed OD Systems and Process Design

Client Success Partner

CHANGE, TRAINING AND ENGAGEMENT

Change planning and delivery

Personal change management

Organisational change management

L&D design and delivery

Communications including Intranet design

OD CAPABILITY DEVELOPMENT

Critical thinking

Continuous improvement and innovation

Internal consulting

Information mapping

Data planning and preparation

Strategy, planning and value chains

Case Examples

CASE STUDY: WORKPLACE REDESIGN FOR HIGH PERFORMANCE, SELF-MANAGED TEAMS - NATIONAL DISTRIBUTION AND LOGISTICS COMPANY

Background 

This company planned to merge three operational sites into one and wanted to implement self-managed teams as part of the change. It had similar experience with a greenfields site but not with its brownfields sites. It ran 24 hour shifts and the change covered about 1300 staff.  

Scope 

Over 12 months, design a high performance workplace where self-managed teams could be implemented on all shifts and in all parts of the operation.  

Project Structure 

Executive Sponsor, Steering Committee (National and State company and leaders from three collaborating unions), Project and Design Team Leader, Design Team

My role 

I was the Project and Design Team Leader. My Design Team was composed of 19 staff (3 x union representatives from the CPSU and CEPU, first level supervisors, technicians and other staff). I set up the Design Team and its working environment, managed my team’s learning (HPO, continuous improvement and T&A Cert IV) and ran the project to develop and sign off the workplace design.

Status 

Our work design was delivered and approved. Its implementation was completed in the following year, although the company replanned the site merger and one site did not follow an implementation of self managed teams. Design Team members had grown their skills and for the most part did not return to their floor teams. Instead they took up continuing roles on the Implementation Team, or took up new roles in the company. 

CASE STUDY: EXECUTIVE LEADERSHIP PROGRAM - GLOBAL ASX LISTED MANUFACTURER

Background

This global manufacturer decentralised to increase regional autonomy after a change in leadership. It needed to rapidly grow its senior leader bench and implemented an accelerated leadership program as one of its bench-building interventions. It had a track record of good executive development. This initiative specifically targeted the accelerated development of high performing, high growth potential senior middle managers.

Scope

Develop requirements, secure budget, run RFP, set up, execute and review program.

Project Structure Executive Sponsor, project lead

My role

I was the project lead for the program’s development and implementation.

Partners

1 x global executive leadership development provider, 1 x global executive assessment and coaching provider.

Status

This project was delivered successfully at the same time as the company was experiencing major change and volatility. I moved onto an SAP design and implementation and handed the second Executive Leadership Program to another OD specialist.

CASE STUDY: IMPLEMENTATION OF REVISED VALUES AND WAYS OF WORKING GLOBAL - US LISTED FMCG FOOD MANUFACTURER

Background

This US-based, global FMCG food manufacturer – a household name for many of us – refreshed its global values and defined its ways of working. 

Scope 

Design the launch and implementation of refreshed values and ways of working in Australia and New Zealand.  

My role 

I was the ANZ project lead for the work, which I undertook in my capacity as ANZ OD Manager. I modified the concept of ‘The Pitch’ from ABC show The Gruen Transfer as the centrepiece of a creative launch and with my team, developed a range of team-based initiatives to complement the main event. I rolled this out in Auckland and with my team, in a 300+ pax event in Randwick, NSW.

Status 

This Values and Ways of Working renewal project rolled out successfully in Australia and New Zealand. 

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