Decision Design Organisations

Organisations include: not for profit, for-profit, businesses, local councils, sports clubs, community organisations

Organisations have an interesting dynamic – we bring lots of different people together with different life experiences, perspective and attitudes and expect magic to happen…

Luckily it can work pretty well most of the time, thankfully people can be quite agreeable and will adapt to situations and ‘get on’ … however, we are basing ongoing successful operations on luck and goodwill.

…. And we all know it can go wrong – and the work environment can become strained and unpleasant, engagement drops off & good people leave.

“When a group of people create shared values and understand which behaviours support those values, and the policies and procedures reflect these values. The shared values become the driver of commitment to the organisation”

Have you got a memory of a great functional work place?

Have you got a memory of a dysfunctional workplace ?

What where the attributes that made them so?

Here are a few…

  • Effective Sharing of Goals. A healthy organization shares its business goals with employees at every level of the organization
  • Great Teamwork
  • High Employee Morale
  • Offers Training Opportunities
  • Strong Leadership
  • Effective Constructive Feedback
  • Understands Risks
  • Adapts to Opportunities and Changes
  • Clearly defined structures
  • Relevant Policies

(Written by Emily LaDrig – April 16, 2019)

What underpins all these attributes – is the need for shared values.

There can be lots of talk about values however as Brene Brown discusses in ‘Dare to Lead’ – only 10% of organisations operationalise their values into teachable and observable behaviours.

For an organisation to live their values – the values need to come from all staff to management – they need to be listened to and taken seriously. These values can be the basis for the organisational values, reflected in the vision, mission created by the board and carved into a piece of glass in the foyer…

What if we could take these values and not only create business systems and behaviours from them but make decisions with them?

Decision Design Hub provides organisations with a process that;

 

  • Draws out the values for staff and volunteers – providing common ground for each team within the organisation – respecting and accommodating diversity.
  • Provides the organisational values articulated by staff/volunteers to the board.
  • Assists the Board/Management team create their Position Statement – which covers the Values and the preferred future for the organisation.
  • Then creates the Businesses Systems and behaviours required to bring those values to life in the organisation & ‘operationalise’ them.
  • Then use the Position Statement as the reference point for all decisions – with Elevated Decision Making ( a view from above) through a questions matrix that checks the -facts, the culture, future, present, root cause, People, Environment and Prosperity…. and monitoring of the decision.

(This process is custom-designed for each organisation and should be reviewed annually to reflect the change and development that has occurred in the organisation)

The Result:

Transparency, an engaged workforce/ volunteers, internal respect for management, external social license. 

Your organisation will be able to share – what it is doing and why it is doing it.

Experience the Tripple Ripple Effect

How many organisations use their values statement
to make decisions?

There is a ripple effect from decision making – if it is made in isolation or is not transparent, there is a tendency for negative sentiment to brew in an organisation, which trickles out to the consumer experience.

Some organisations get caught with silo thinking one department doesn’t know what the other one is doing. Some have progressed to a triple – bottom line assessment – scoring the organisations social, economic and environmental responsibility – yet is still in isolation.

The Elevated Decision Making ensures the ripple effect of People (Social) Environment, Prosperity (Economic) impact can be considered for the whole organisation with every decision at the same time…

…Delivering the Triple Ripple Effect!!

People

Environment

Prosperity

Inclusion, collaboration, opportunities for feedback and values that are reflected by the actions of the organisation – will make all the difference.

Decision Design for Organisations gives you an elevated view of the pond and the ripple effect of every action – people, environment, prosperity – short and longterm.

We cannot solve our problems with the same thinking we used when we created them.” 
-Albert Einstein 

Let’s have a chat about how I can assist you!