Deorganizing a Large Bureaucratic Organization: Changing The Culture & Breaking Down the Siloes

Popular change management approaches like reorganizing do not solve the root causes of internal organizational bottlenecks of large bureaucratic organizations: the culture of the organization. Changing the culture as part of a holistic situational change management strategy to deorganize a bureaucratic organization does.

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What is deorganizing a large bureucratic organization?

Deorganizing a large bureaucratic organization essentially means changing people and removing ‘the blockers’ when required for survival, changing the culture, changing its rigid hierarchical structure into the virtual organization. While changing the business processes and the other ‘elements of organization’ at the same time to create a more flexible, adaptable, and healthy organization. This involves changing the whole organizational model in an holistic and integrated way and turning it into an aligned AI-powered organizational model.

Key aspects of deorganizing:

  • Situational Change Management : Adopting the right flexible and iterative holistic approach as change strategy. Depending on the level of external misalignment of the current organizational model and the time available.
  • Business transformation: Using technology including AI as a tool to turn the organizational model of the existing large bureaucratic company, the large toxic company, into a healthy and externally aligned and internally aligned AI-powered company. Starting with the people at the top and other internal people that are resisting change.

More: sacred cows in management, breaking down bureaucracy & book Tony as virtual speaker

Challenges and Considerations:

  • Resistance to change: Overcoming the resistance to change from people, from ‘inside blockers’ inside large bureaucratic organizations and important external blockers, external influencers, outside the large bureaucratic organization to resist or block change is crucial.
  • Culture Change: Changing the boss-centric organizational culture, often a toxic culture with toxic leadership, into a healthy people-centric organizational culture that emphasizes collaboration, innovation, and accountability with everyone in the business ecosystem.
  • Skill development (People & Skills) : Equip everybody in the organization starting with yourself with the the right soft- and hard skills to survive and thrive in a fast-changing online & offline business environment and the new age of work and organizations:
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  • Measuring success (Systems): Designing and implementing new systems including new metrics and performance indicators and new ICT-systems to evaluate the effectiveness of the deorganization process.

Potential Benefits:

  • Increased flexibility and responsiveness to external events and trends.
  • Improved customer loyalty and customer satisfaction
  • Improved employee loyalty and employee satisfaction.
  • Enhanced creativity & productivity:
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  • Improved revenuemodel and reduced unnecessary organizational costs.
  • Faster and better people-centric decision-making and problem-solving on every level.

Reach out.

If you want to learn how to design and build an AI-powered company for AI-Powered Business Transformation with the new version of the AI-Model Canvas and other new simple non-corporate business templates, contact us here today and we wil contact you for an free intake call to identify your needs including your learning objectives and provide a quote for yourself or your whole company, department or virtual team:

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