I am an experienced manager with a demonstrated history as a member of or an advisor to the C-level in the IT and telecommunications industries, specializing in change processes and transformation projects. These projects typically focus on organization and structured management.
In a new role, my focus is initially on the organization and its structure: The structure of an organization should enable and encourage its members to do their jobs and do them well. In a suitably designed organization it is relatively simple to define the processes and roles needed in order for the organization to fulfil its duties in the company and for its customers. So the first goal is always to ensure that the organization is suitably structured.
Structured management refers to the management processes embedded in the organization which define how operational decisions are made, communicated and implemented. Because there are many frameworks available to provide guidelines in structuring management, for a given organization there is always a need to choose the most appropriate framework for that organization. It is typically also necessary to adapt the framework to the specific needs of the company and organization.
A significant change to an existing organization or the creation of a new organization will inevitably change the organizational culture. (This may well be the primary goal of organizational change.) It's important to remember that culture is deeply embedded in the minds of the members of the organization and often serves as an anchor for them and gives them a feeling of security. Culture is therefore difficult to change — indeed, many organizational changes fail because the pre-existing culture "chews them up and spits them out".
This is where structured management and leadership play critical roles. The new organization cannot simply be announced and forgotten but it must be led to perform and behave in ways that reflect its purpose and design.
Supporting or leading this process, whether as an advisor, an interim manager, or a program or project manager, is my key competence.
© Copyright 2001 — 2021 Tom Little. Alle Rechte vorbehalten.
Grafiken und Stil sind Schutzmarken von TomLittle.com.