Organizational Development & Systemic Management
Systemic Design for Change initiates the self-transforming and self-organizing capacities of organizations to respond and renew to ongoing complexity.
Our aim is to initiate and provide long-term, sustainable learning and renewal processes in order to make systems (organizations) more viable, successful and efficient.
In collaboration with your organization, JOT understands your landscape and navigates through challenges - shaping the future and the performance of your company.
We design and support effective communication of your vision and address the challenges you face. We enable a structure and therefore culture that acts as a role model for customers, employees and partners.
Our approach works with larger teams and organizational groups, and also within individual business units or roles.
Industry 4.0, The Digital Transformation, in general, accelerates and changes the pace of change in markets, technologies and working conditions.
JOT supports the appropriate organizational architecture to put in place the suitable structures and processes, communication channels, technologies and cooperation that best suit your organization.
HOW: PROCESS FOR ORGANIZATIONAL DESIGN
Organizational development and design support the strategies shape the future of any organization.
We work with organizational and project partners to explore, research, design, deliver, and evaluate new human architectures to respond to current and future needs.
The designs that follow showcase how the work will be organized, how decisions will be made, what new products or services are necessary, and even what purpose the organizations serve presently and in the future.
Systemic analysis and mapping of organizations and their challenges
Strategic and organizational development processes (conception and implementation)
Development of instruments for systemic organizational and management diagnostics
WHEN & WHY: APPLICATIONS FOR ORGANIZATIONAL DESIGN
Coaching and support for executives and management teams
Cultural development and creating values
Cultural analysis and large group events
National and international management and executive training
Development and implementation of strategy-led learning architectures
On-boarding of new employees
Developing and implementing employee training programs and workshops
Interdepartmental or interdisciplinary collaborations
Shift to new management practices, such as Agile or Teal
Building new, high value relationships with key stakeholders such as suppliers, customers, or contractors
Inter-organizational initiatives, including the design and implementation of innovation labs among organizations, or other kinds of spaces, processes or projects among organizations