Organization Optimization
The Appleton Greene Corporate Training Program (CTP) for Organization Optimization is provided by Mrs. Swartzwelder MBA Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
Personal Profile
Mrs. Swartzwelder has experience in strategy, process optimization, project management, change management, agile methodology, and digital marketing. She holds a Master’s degree in Business Administration (MBA) from American Military University, is a Certified Business Consultant and a Certified Digital Marketing. Mrs. Swartzwelder has industry experience in big box retail, education, telecommunications, digital services, and medical technology. She has held various project management, product management, and business initiatives leader positions in the U.S., including a two plus year consultant role with Insightec, a medical technology company out of Israel, that brought her on to optimize marketing processes, restructure their contact center, and revisit organizational strategy to help surpass utilization goals.
Mrs. Swartzwelder’s personal achievements include: increasing education and conversions for patients receiving treatment from the manufacturer’s equipment from less than 2% to 20%, leading to a 40% increase in utilization; leveraging underutilized assets and resources to transform businesses; improving process performance for multiple organizations; and restructured contact centers and implemented more efficient processes, while optimizing the current tools and systems, to decrease waste, and increase efficiencies and quality.
Mrs. Swartzwelder’s service skills include: process optimization; project and product management, lean and agile methodologies, including SCRUM; digital marketing; business consulting; and organizational strategy. Mrs. Swartzwelder has more than 15 years of experience in overall business operations, change management and project management.
To request further information about Mrs. Swartzwelder through Appleton Greene, please Click Here.
(CLP) Programs
Appleton Greene corporate training programs are all process-driven. They are used as vehicles to implement tangible business processes within clients’ organizations, together with training, support and facilitation during the use of these processes. Corporate training programs are therefore implemented over a sustainable period of time, that is to say, between 1 year (incorporating 12 monthly workshops), and 4 years (incorporating 48 monthly workshops). Your program information guide will specify how long each program takes to complete. Each monthly workshop takes 6 hours to implement and can be undertaken either on the client’s premises, an Appleton Greene serviced office, or online via the internet. This enables clients to implement each part of their business process, before moving onto the next stage of the program and enables employees to plan their study time around their current work commitments. The result is far greater program benefit, over a more sustainable period of time and a significantly improved return on investment.
Appleton Greene uses standard and bespoke corporate training programs as vessels to transfer business process improvement knowledge into the heart of our clients’ organizations. Each individual program focuses upon the implementation of a specific business process, which enables clients to easily quantify their return on investment. There are hundreds of established Appleton Greene corporate training products now available to clients within customer services, e-business, finance, globalization, human resources, information technology, legal, management, marketing and production. It does not matter whether a client’s employees are located within one office, or an unlimited number of international offices, we can still bring them together to learn and implement specific business processes collectively. Our approach to global localization enables us to provide clients with a truly international service with that all important personal touch. Appleton Greene corporate training programs can be provided virtually or locally and they are all unique in that they individually focus upon a specific business function. All (CLP) programs are implemented over a sustainable period of time, usually between 1-4 years, incorporating 12-48 monthly workshops and professional support is consistently provided during this time by qualified learning providers and where appropriate, by Accredited Consultants.
Executive summary
Organization Optimization
The Organization Optimization Curriculum is a comprehensive and strategic training program designed to enhance organizational efficiency, effectiveness, and overall performance. This curriculum is tailored to meet the evolving needs of modern businesses, providing a holistic approach to optimize processes, streamline workflows, and foster a culture of continuous improvement. This course is delivered in a way that allows for the introduction of all elements and strategies, followed by how to implement them, and then how to measure success and continuously improve operations. Delivering in such a manner ensures that elements taught in the first part of the year are not forgotten or overshadowed and provides persistent reiterations and application and management of throughout the curriculum.
Organizational optimization aims to improve efficiency, effectiveness, and overall performance within an organization. However, achieving optimization can be challenging due to various pain points. There are some common pain points associated with organizational optimization that we will address in the course.
Resistance to Change and Technology Adoption
Employees and stakeholders may resist changes to established processes or systems, fearing disruption or loss of familiarity. Overcoming resistance to change requires effective communication, stakeholder engagement, and change management strategies. Reluctance to embrace new technologies or digital tools can hinder innovation and efficiency gains. Overcoming resistance to technology adoption requires demonstrating the value proposition, providing training and support, and addressing concerns about security and usability.
Scenario: GM was slow to embrace the electric vehicle (EV) market, allowing Tesla to establish itself as the leader in EV innovation and market share. GM’s initial resistance stemmed from its commitment to traditional internal combustion engines.
Outcome: GM has had to invest significantly to catch up in the EV market, facing challenges in competing with Tesla’s established brand and technological lead.
Silos and Lack of Collaboration
Siloed departments or teams can hinder communication, collaboration, and knowledge sharing across the organization. Breaking down silos requires fostering a culture of collaboration, implementing cross-functional teams, and leveraging technology for seamless information exchange.
Scenario: Microsoft’s early attempts at tablet computers, such as the Tablet PC, failed partly due to internal silos between the hardware and software divisions. The teams did not effectively collaborate to create a seamless user experience, resulting in a product that did not meet market expectations.
Outcome: The lack of coordination and communication led to poor product performance and low market adoption, allowing competitors like Apple to dominate the tablet market with the iPad.
Strategy: Integrate hardware and software development teams to ensure cohesive product development.
• Establish joint development teams and regular coordination meetings.
• Use shared project management tools to track progress and facilitate communication.
• Encourage a unified vision and goals for product development that all teams can work towards.
Inefficient Processes
Outdated or inefficient processes can lead to bottlenecks, delays, and wasted resources. Identifying and addressing inefficiencies requires process mapping, analysis, and redesign to streamline workflows and eliminate unnecessary steps.
Scenario: In the early stages of Toyota’s production, the company faced significant inefficiencies in its manufacturing processes. These inefficiencies led to high costs, wasted materials, and prolonged production times.
Outcome: The inefficiencies hindered Toyota’s ability to compete effectively with other automakers, resulting in lower profitability and market share.
Strategy: Implement the Toyota Production System (TPS), also known as Lean Manufacturing, which focuses on eliminating waste, optimizing processes, and continuous improvement (Kaizen).
• Introduce just-in-time production, where materials and components are delivered exactly when needed to reduce inventory costs.
• Empower employees to identify and solve inefficiencies through regular feedback and problem-solving sessions.
Lack of Data Visibility and Insights
Limited access to data and analytics can hinder informed decision-making and strategic planning. Enhancing data visibility requires implementing robust data management systems, analytics tools, and reporting mechanisms to provide actionable insights.
Scenario: Many healthcare providers struggle with fragmented patient data spread across various systems and departments. This lack of data visibility hampers effective patient care and decision-making.
Outcome: Incomplete or inaccessible patient information can lead to misdiagnoses, treatment delays, and increased healthcare costs.
Strategy: Implement integrated electronic health record (EHR) systems to ensure comprehensive and accessible patient data.
• Adopt EHR systems that integrate data from all departments and healthcare providers.
• Ensure interoperability between different systems to provide a unified view of patient records.
• Train healthcare staff on the use of EHR systems to improve data entry and retrieval accuracy.
Skill Gaps and Talent Shortages
A lack of skills or expertise within the workforce can impede optimization efforts. Addressing skill gaps may involve training and development programs, hiring external expertise, or reorganizing teams to leverage existing strengths.
1. Cybersecurity Talent Shortage
Scenario: Many organizations face a significant shortage of cybersecurity professionals. A report by Cybersecurity Ventures predicts there will be 3.5 million unfilled cybersecurity jobs globally by 2021.
Outcome: This shortage exposes organizations to increased risks of cyberattacks and data breaches. Companies like Equifax and Target have suffered significant financial and reputational damage due to breaches, partly attributable to a lack of skilled cybersecurity personnel.
Solution:
Strategy: Invest in training programs and partnerships to build a pipeline of cybersecurity talent.
• Collaborate with educational institutions to develop specialized cybersecurity courses and certifications.
• Offer scholarships, internships, and apprenticeships to attract students to the field.
• Implement continuous training programs