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Organizational Effectiveness Index

The Brew - Organizational Effectiveness Index

Initiate The Brew – Organizational Effectiveness Index

The Organizational Effectiveness Index (can also be read as Process Manual for Organization Building) – Is a measure (and a process marker) for Organizations  (and Startups likewise) to understand a combination of internal dynamics, levers and elements present, which if played right can lead to high chances of the following:
a)     Any Strategy getting Executed,  
b)     That with Optimal Efforts/Energies at an Organization level
c)     And in the light of key qualitative elements - Culture, Agility, Cohesiveness & Leverage – which are absolute essential to create a macro impact.

Precisely, the process of strategy to execution is characterized by few common traits & elements across, and hence this process can also be summed as Organizational Effectiveness and presented herein is a measure as per The Brew’s understanding, enabling Structures to harness and channelize efforts on the task of Organization Building.
OE index is a holistic culmination of People Strategy & Practices, Process and Systems Maturity, Measurement & Metrics, Inclusivity – Objectivity – Transparency, Org Design, Org Development, Talent Management, Motivations & Institutionalization of culture.
These Elements are divided in to 5 common parts are the building blocks which equally include formal and informal elements as listed:
a) Information & Mental Stereotypes: Information is availability of operational data, knowledge, on standard practices, typical to performance, contribution, priorities, and expectations while Mental Stereotypes are the deeply held beliefs that employees hold when operating on the information.
b) Decisions & Behaviors: Decisions represents the formal setting / context of the Organization, the way these decisions are approached, who takes it and the follow through which impact the behaviors. Equally contained here, are the unsaid & implicit expectations that Organizations have, vis a vis existing stereotype response / reaction from the Workforce.
c) Influencers & Enablers: Influencers are positive anchors or motivations, can be with respect to workplace ambience, rewards, opportunities etc which employees aspire for. It equally includes the soft and the hard influencers. Enablers, on other hand are the instruments and tools to realize the Influencers, leading to fulfillment of aspirations.
d) Networks & Structures: Structure describes the formal organizational model, flow of work, decision, and information, while Networks are informal congregations / groups of individuals and how they communicate or make decisions. This represents the totality of both, Formal and Informal with their respective contexts and motivations.
e) Governance & Frameworks: Governance & Frameworks includes the set of procedures and practices at System level to ensure Stability, Enrichment, Sanity and transparency reflecting and upholding the beliefs and persona of Organization, which the employees have built upon.
Given below are the scoring patterns and weightage –

With the same inputs, The Brew’s Organizational Effectiveness Index as well measures structures on key elements of Consistency, Cohesiveness, Culture, Agility & Leverage helping to understand the areas of improvement.
Equally, its important to note from a systems thinking perspective, dissecting an organization to elements without any correlation will be unwise. Rather, these are overlapping and interconnected - interrelated fields that always are in a state of flux.

However the takeaways post completing the questionnaire is for each of the element, Leaders will/should be able attempt at least two essential pieces of information:
a) What are/needs to be our principles in this area? What should we prioritize in order to get this right?
b) What are/needs to be our practices in this area? How does this manifest in the organization through behaviors & actions?

Initiate The Brew – Organizational Effectiveness Index

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