Organizational Optimization – Workshop 1 (Optimization Overview)
The Appleton Greene Corporate Training Program (CTP) for Organizational Optimization is provided by Mr Shortt 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.
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Learning Provider Profile
Mr. Shortt is a Certified Learning Provider (CLP) at Appleton Greene and Co (AGC) as well as the owner of an international business education and consultancy company which focuses on individual, personnel and overall business optimization. Mr. Shortt is honored to provide AGC services through a wide array of past business experience that includes such industries as Biotechnology, Healthcare, Government and Utilities. In these industries, Mr. Shortt has held various roles in operations management, product management and design, sales, and workflow optimization.
Historically, Mr. Shortt has worked with many of the Fortune 500 global leaders in diagnostics, information technology products and services, such as McKesson, Roche, and Danaher, and has also served in the US Army as an officer in the Medical Service Corps, where Mr. Shortt provided not only leadership expertise, but also workflow optimization utilizing IT and hardware applications, leveraging such workflows aids as robotics and automation. Mr. Shortt’s personal education, which is highlighted by an MBA with an Executive certification, has been structured for him to be able to provide leadership perspective and expertise in how to identify a business’ foundational current state in such areas as Financials, Business Strategy, Marketing Strategy, and Personnel Management, and then to leverage that expertise to prioritize and optimize a business’ path to success. Mr. Shortt holds various certifications, such as Business Analysis from a managerial perspective, and also possesses a Six-Sigma Black Belt certification. Mr. Shortt’s personally-owned business, Ascension Advising Solutions, LLC, which is based in Raleigh, North Carolina, USA, as well as in Tallinn, Estonia in the EU, has provided business training and consultation services for various international companies in Europe, the United Kingdom, South Africa, and recently in China. Mr. Shortt is the author of two books on finding financial success and empowering your business, as well as a business optimization blog. Mr. Shortt is also the primary author and life coach of a self-optimization website dedicated to the long-standing benefits of mindfulness meditation in today’s modern world. Mr. Shortt’s service skills for AGC notably incorporate: leadership optimization, business strategy and optimization, personnel management, and program education and development.
MOST Analysis
Mission Statement
Any established business consists of the innerworkings of many moving parts. Many inputs contributing to across many threads to provide many outputs. Corporations are generally structured as tiers or layers of operations, all contributing in an upwards fashion to what is considered to be the overall goal(s) of the organization. Business optimization as a system that drives towards a particular outcome, can be constructed to be implemented at a process level within only one particular workflow within one small department, and likewise, can also be applied globally to the organization as a whole. This Business Optimization Program at its core is devised to be pliably overlaid and implemented either microscopically or scaled macroscopically within an organization, based on the perceived needs of the leadership team(s) within a said organization; i.e., this program can be implemented in series or simultaneously throughout departments to optimize processes at the departmental level, or can be zoomed out to be presented to C-Suite executives with a more global perspective concerning the overall needs of the organization as a whole. The Overview of the program will be presented informationally as a means to establish initial awareness to the leadership team(s) and generate internal discussion as to its implementation. The intent of the program is to enable the leadership team to look through an established lens in order to identify areas of improvement, act upon them accordingly, and ultimately increase profits and positively affect return on investment. Further, this program is designed to expand accordingly based on project scope, as well as having an innate capacity to be implemented multiple times within an organization, within and across departments and/or business units.
Objectives
01. Baseline Assessment: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Understanding Structure: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Structural Assessment: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Team Structure: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Executive Leadership: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. Resource Optimization: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Best Practices: departmental SWOT analysis; strategy research & development. 1 Month
08. Tribe Leads: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. Skills Assessment: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Employee Buy-In: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
11. Goal-Setting: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
12. Vision Setting: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
Strategies
01. Baseline Assessment: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Understanding Structure: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Structural Assessment: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Team Structure: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Executive Leadership: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Resource Optimization: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Best Practices: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Tribe Leads: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Skills Assessment: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Employee Buy-In: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Goal-Setting: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
12. Vision Setting: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
Tasks
01. Create a task on your calendar, to be completed within the next month, to analyze Baseline Assessment.
02. Create a task on your calendar, to be completed within the next month, to analyze Understanding Structure.
03. Create a task on your calendar, to be completed within the next month, to analyze Structural Assessment.
04. Create a task on your calendar, to be completed within the next month, to analyze Team Structure.
05. Create a task on your calendar, to be completed within the next month, to analyze Executive Leadership.
06. Create a task on your calendar, to be completed within the next month, to analyze Resource Optimization.
07. Create a task on your calendar, to be completed within the next month, to analyze Best Practices.
08. Create a task on your calendar, to be completed within the next month, to analyze Tribe Leads.
09. Create a task on your calendar, to be completed within the next month, to analyze Skills Assessment.
10. Create a task on your calendar, to be completed within the next month, to analyze Employee Buy-In.
11. Create a task on your calendar, to be completed within the next month, to analyze Goal-Setting.
12. Create a task on your calendar, to be completed within the next month, to analyze Vision Setting.
Introduction
How Can Organizational Structure Be Optimized?
The best techniques for managing and structuring the most effective teams will be covered in this course manual. The knowledge that organizations will eventually need to be restructured is to be considered inevitable, as an organization grows and adapts to market trends and shifts. Clearly, a smaller business in the stages of its infancy operates and is structured much more simplistically than a larger more matured organization.
We’ll give you a quick rundown of some considerations for maximizing organizational structure. The objective is to assist in enhancing your organization’s efficacy and efficiency, which will lead to improved team performance. Yes, this directly affects the products and/or services you are developing for your target market(s).
One of the initial possibilities that you should consider implementing for your team is a flat organizational structure. A flat organizational structure has a lower hierarchy between managers and workers who work closely with one another. Since this structure invites more direct employee cooperation with less focus on what constitutes a “team,” then this more direct interaction tends to improve communication.
In order for product and/or services portfolios to effectively evolve to their optimal state, managers and workers must be able to collaborate. Effective organizational functioning is the result of such group efforts in management, product management and product development.
Setting goals and assessing the effectiveness of efforts will be made easier with the support of clear measurements. These measurements need to indicate what is necessary for the product to succeed.
When certain roles within an organization are no longer contributing productively to the departmental or organizational goals, it may be necessary to modify or even to eliminate them. Since organizations ultimately view employees as an expense, it is of utmost importance to adapt roles and employee placements as needed to maximize productivity per dollars spent.
Organizational structure indicates which area(s) of a company should have ownership of the various tasks within the products and/or services delivery cycle. It then becomes clearer that an effective organizational structure is necessary for achieving and maintaining a successful product and/or service portfolio.
The organizational structure of every corporation is among its most crucial components. It outlines how people form groups, what they do, and how they collaborate. Companies must, however, adapt their organizational structures as they expand in order to work more effectively.
Organizational Structure: What Is It?
Organizational structure is how individuals and teams are coordinated within the company. To achieve organizational goals and objectives, individual effort must be coordinated and managed.
To accomplish the goals of an organization, specific tasks are managed according to an organizational structure. Among the activities are rules, positions, and duties.
Information flows inside a corporation are also governed by organizational structure. For instance, decisions are made at the top-down in centralized structures. However, a decentralized structure distributes decision-making power among the many organizational levels.
What Kinds of Organizational Structures Exist?
So far in this section, we have laid some foundational knowledge about organizational structure. Let’s now examine the various kinds of organizational structure along with the seven categories of the organizational system.
Let’s discuss them and discover the rationale for their use: