Organisation Snapshot: Using The Positive Impact Model For Brand Repositioning And Organisational Remodelling

Posted by Rania Laing on

Organisation Type: A Regional Telecommunications Company

Level Five: The Re-Defining Of A New Vision
“Bringing Excitement to the Wonderful World of Human Togetherness”

A level five vision describes the impact in a way that illustrates the organisation’s intended legacy. Immediately, leaders can see whether activities are aligned to achieving their vision or simply a distraction from them and the business.

Level Four: Becoming Purposeful In the Company Mission
“Developing Human Potential Through Innovation”

A purposeful mission brings instant clarity to behaviours, objectives and strategies. When crystallised in the mission statement, it can become the filter for all actions and decisions. Focusing the teams in this way, reduces stress and conflict, increases motivation and improves engagement and excitement across the organisation.

The Mission Landscape
Level
Description
Purpose
5

Impactful

Greatest Positive Impact For Greatest Collective Gain

4

Directional

Positive Intention And Strategic Purpose

3

Functional

Operational Effectiveness And Structure

2

Transactional

Efficiency Processes And Exchanges

1

Individual

Assets, Components, Resources

 

Creating a five level mission ensures a defined path through to the organisation’s vision, in a way that eliminates all distractions and ensures focus on the goal.

The five levels are aligned to how the brain works as well as representing the optimum in organisational structural effectivity, as defined by Collins. (Good to Great, 2005)

 

Level Three: Creating A Culture of Invention and Innovation
Level
Description
5

Optimum Value Creation

4

Leadership Strategies

3

Culture And Structure

2

Product/Services Attributes

1

Behavioural Competences

 

Smooth operations require clear structure as well as efficient processes and product/service satisfaction. The five levels are used to bring precision to the structure so that a flow of effort can be elevated up and cascaded down through the organisation, effectively adding value as it does.

Creating A Generative Hierarchy Of Values

Belonging, Integrity, Radiance, Excellence, Heart, Uniqueness, Flexibility

Certain criteria hold more potential value than others, based on delivering our essential human needs. The brand repositioning allowed the criteria to determine the brand values and acknowledged this hierarchy. The order is important as the lower values are essential to delivering the top.

 

Level Two: Engaging The Value Drivers

Value drivers are the skills required to embed the competences of each level. This creates an efficiency to the change adoption process. Productivity supported by robust processes ensures this continuous influence and resulting output that can be constantly monitored to provide vital information for tracking cultural value creation and exchange. Conscious and selective micro-decisions supports the concept that constant incremental value improvements are possible to make major impact.

Level
Description
5

Trust

4

Optimism

3

Patience

2

Persistence

1

Precision

 

Level One: Designing the Change Plan

Any concept, however impactful in theory, must transition into tangible actions to make a difference. For this Organisation, a comprehensive plan was created that systematically cycled an ever-improving, data driven change strategy.


Share this post



← Older Post Newer Post →