Why do executives often ask consultants specifically for an organizational diagnostics?

The reason is that competent diagnostics gives an executive new and vitally important information about his business, which he will not receive in any other way, and which he can successfully use in today’s market crisis situation.

Modern methods of organizational diagnostics not only indicate existing problems, but also expose new opportunities for increasing business effectiveness.

We are constantly updating these methods and we would like to present their benefits to you.

What will you receive from the organizational diagnostics? We will create a picture of the operation and development of your organization, where you will see your company from a new perspective.

Using this framework, you will discover new sources for increased effectiveness in your company, which are not yet fully recognized.

For the purposes of resource detection and increasing controllability of organization we provide the following service:

“ENTERPRISE ORGANIZATIONAL DIAGNOSTICS”

If your firm has grown (rapidly or gradually) and it has become difficult to work effectively in previous conditions, and if: 

• Most employees are overworked and physically unable to manage all responsibilities.   There are not enough people…
• On the contrary, you have enough people, but excessive activity without productivity. Everything seems disorganized and you do not have a feeling of order…
• A number of questions appear: To whom employees or whole departments should be subordinated?  What are the particulars of a person’s responsibility? To which department and employee is work more optimally assigned? That there were no conflicts, abandoned clients and overlaps …
• Employees of Sales Department serve only current transactions and do not show due activity in search of new contacts … How to increase their initiative?
• Complete dependence on the qualification of the managers, who are choosing themselves, which client to work with and what negotiations to undertake. And how can you dismiss them, if they alone have knowledge of the clients and the business processes?
• There are various overlaps in servicing, and it is not clear what you should demand from whom. It is difficult to check up on the work of many departments and experts – "state within a state".
• And the main thing, the best initiatives and undertakings remain only "good intentions" which do not get incorporated in any way among "not interested" employees and colleagues….

…….this service is for you.

Work stages:

• First  stage – Conducting organizational diagnostics arrangements including:
  • Organizational self-diagnostics (group work)
  • The analysis of administrative decisions (work with the documentation)
  • Individual diagnostic interviews
  • Active diagnostic supervision (participation in administrative meetings)
• Second stage – Processing and the analysis of the received data
  • Structure of the organization problem field (revealing of the root problems which, if resolved, will lessen or eliminate most other issues)
  • Positional analysis of the organization
• Third stage – creating and rendering a report to the director, including recommendations about the further work. (We can send an example of the report in desired.)

By the end Customer receives:

•  Skillfully presented list of the existing apparent and latent organizational problems with construction of cause-and-effect relations between them and revealing of root problems
• Revealing of organizational pathologies present in the company with their decoding and the analysis of possible consequences
• Estimation of the degree of integration and cooperation of group (an administrative team, front-office, back-office)
• Analysis of administrative errors in the company
• Analysis of how well administrative decisions are executed, revealing the increased potential of existing management resources in the company
• Estimation of the competence of professional experts
• Estimation of the apparent and latent resources for the company’s development
• Estimation of possible directions for the company’s development
• Description of the basic functions of each division as a whole.

Duration of works:

• From 1 month  (depends on company dimension )