【正文】 shareholders, customers and employees, must be a basis for the anizational design and must formulate a structure by which all initiatives are checked for alignment before going forward. ? Development of petencies will enable the anization to narrow focus as to be more strategic. ? Creation of new performance management systems and processes provide the necessary checks so that anization does not loose focus. Product vs. Market ? There needs to be a clear definition between product and market internally as well as externally and a greater understanding of what the expectations are for each. ? Organizational design should mandate where the focus between product and market is based on the structure that supports the new business model Customer ? Customers are the most important stakeholder therefore we need to have a greater focus on exactly who the key customers are and how do we best service them from an internal perspective. ? New anizational structure should be the enabler to better serve customers. ? Competencies and performance management will provide a focus and incentives based on the customer. Executive Teaming ? Leadership needs to be more strategic and less tactical, focus on empowerment and accountability, have the opportunity to share, brainstorm and discuss ideas and ? Organizational Design will allow executive leadership the opportunity to collaborate as well as stay focused on strategic objectives. Met Technologies Organization Design 13 Confidential – Met Technologies Corporation Overriding Themes Key Message Action Step balance hero mentality while keeping in check with。 product focused anization. Strategy amp。 it must clearly defines markets, should link the strategy amp。 Competencies Group Manager Involvement ? Conduct Commitment Session 91400 91800 ? Schedule and begin series of oneonone sessions with Group Managers 9100 91400 Executive Leadership amp。 select Tier 1 positions 91400 103100 CEO Role ? Design amp。 risk identification process 91400 103100 Met Technologies Organization Design 11 Confidential – Met Technologies Corporation Focus Area Activity / Decision Start End Executive Organizational Design Options Depth / Breadth Span of Control amp。 design munication vehicle(s) ? Create amp。 Communications Communication to Org Design Team ? Thank you ? Ongoing Process ? GM Assimilation process ? Timing expectations Immediately After the assimilation process and new transition plan RoadShow Communications ? Executive Team ? OrganizationWide Oneweek prior Oneweek after Regular Monthly Updates ? Develop key messages around the pelling amp。 Communications Transition Infrastructure ? Assign credible executive resource to lead transition fulltime ? Set expectations for performance, timing (1824 mos), support resources, amp。 Krug In Met Technology’s case, consideration should also be made to the critical petencies needed to successfully lead a more matrixed anization. Although great power and synergy can be derived from interdependency, with it es added plexity that can feel ambiguous with veiled accountability. Successful leaders of interdependent anizations hold individuals accountable, but balance blame (and credit) between individual capability and anizational process. They have the insight to see or ask “what went wrong and why? Where did the system breakdown?” before they ask, “who is responsible?” Good people can sometimes overe mediocre processes, but good processes can always overe mediocre people. Remendation We remend a pointed leadership development program, for the entire executive team, that assesses individual as well as team capabilities and maps them against petencies critical for success. Strategies should then be initiated to close the gaps and to effect the desired leadership behaviors. Met Technologies Organization Design 9 Confidential – Met Technologies Corporation This initiative can be framed at the Commitment Session. The Group Managers can begin by exploring the above listing as a group to establish a strawman model of optimal leadership behaviors going forward for the next 6 to 12 months. The group managers would also begin to develop a “contract” to articulate expectations of each other as coleadership team members. The Group Managers would be prompted to provide a “gutlevel” assessment, as individuals and as a group, to highlight areas requiring thoughtful attention. Details of followup steps and strategies would be captured as part of the transition and implementation planning. Met Technologies Organization Design 10 Confidential – Met Technologies Corporation CEO CHECKLIST The following is a list of activities and decisions that require CEO attention. Some of these activities are lifted from the Organizational Design Project Report。 however, it often does cause dysfunctional behavior. It often requires the CEO to proactively invite their executives to participate and to input into the change process. Times of stress within an anization require the CEO to emphasize inquiry over advocacy, and like a golf swing, it can feel very unnatural and nonproductive at first. Due to the timing and the urgent need for shared buyin, we remend that a series of oneonone meetings be scheduled with each of the Group Managers. Topics and objectives for the sessions include: ? Surfacing individual goals and passions in the new Met Technologies ? Exploring how each individual wants to contribute ? Seeking input on direction and anizational changes ? Seek