Design thinking is a human-centric and an action-oriented framework for problem-solving that first originated in the 1950s. If executed effectively, it can help lower business risks, gain employee confidence, nurture growth, and facilitate an increase in market share. The innovative HR tool makes the line go blur among the internal (employees) and external customers.
Best hr leaders see it as a strategy that leads to a continuous journey of discovering new business-growth ideas and upkeeping the current pace. It generally entails understanding present gaps in the business growth, and identifying future possibilities to keep business afloat amid the growing competition in the global markets.
Policies, new systems, and processes are formed by the chief of human resources department in an organization to promote and encourage key talent acquire leadership positions in the near future.
Similar to how healthcare professionals identify the symptoms of a disease and later treat the root cause of the problem to chalk out an accurate drug prescription, a seasoned OD practitioner knows what tools and tactics to take into consideration while carving out an effective and impactful OD intervention strategy.
Divergence from stakeholders’ viewpoint and guidelines can make the process hard for the involved HR professionals. Besides, an OD practitioner must ensure that an in-depth research is made prior to executing plans. The strategy-readiness in terms of its implementation matters the most.
For making a fruitful OD intervention, one should consider the interdependencies between varied sub-elements such as structure/policy/people/system/culture.
A recent survey on Organizational Design Strategy concluded that 42% of C-level executives think that their company does not work in sync with the defined guidelines, and a considerable part of their firm simply do not understand it. If that is what you have dealt with, the article will help you build a brand-new OD strategy that will certainly work.