Challenges of a New CEO in Implementing Requisite Organization Systems

Summary
- My expectation is that we have a pretty good strategy. What we need to do is execute. Coaching, mentoring, training, executive development, talent development are kind of where I'm focused. Bringing that next generation along is really important for our future success.

Speaker A My expectation is that we have a pretty good strategy. What we need to do is execute. So a lot of what I've been focused on is exactly the kind of things we've been talking about. Getting th...

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Speaker A My expectation is that we have a pretty good strategy. What we need to do is execute. So a lot of what I've been focused on is exactly the kind of things we've been talking about. Getting the right people in the boxes, where we've got work to do with the boxes, getting the roles redefined, getting some new structures in place where we don't have improvement roles, getting improvement roles. Focus on putting the HR type systems in, getting the job descriptions right, the pay systems right, and those kinds of issues. Coaching, mentoring, training, executive development, talent development, all those kinds of things are kind of where I'm focused. We have a large age bubble in the company that's moving through, and over the next five or seven years, we're going to have a significant number of senior people leave the company. And so bringing that next generation along is really important for our future success. We're not the kind of company that can pick up and move or be bought out or go out of business. We've been here 100 years, and we'll probably be here another 100 years. So having that long term view where we've got a public service obligation, we're also a private company, but making sure that we've got the systems in place to bring people along and have trained, experience, expertise all along the way is really important. So the people focus is where my biggest challenge is.

Country
USA
Date
2006
Duration
1:59
Language
English
Format
Interview
Organization
Southern California Edison
Video category
Interviews - General Managers

Major organizations and consulting firms that provide Requisite Organization-based services

A global association of academics, managers, and consultants that focuses on spreading RO implementation practices and encouraging their use
Dr. Gerry Kraines, the firms principal, combines Harry Levinson's leadership frameworks with Elliott Jaques's Requisite Organization. He worked closely with Jaques over many years, has trained more managers in these methods than anyone else in the field, and has developed a comprehensive RO-based software for client firms.
Ron Capelle is unique in his multiple professional certifications, his implementation of RO concepts through well designed organization development methods, and his research documenting the effectiveness of his firm's interventions
Former RO-experienced CEO, Ron Harding, provides coaching to CEOs of start-ups and small and medium-size companies that are exploring their own use of RO concepts.  His role is limited, temporary and coordinated with the RO-based consultant working with the organization
Founded by Gillian Stamp, one of Jaques's colleagues at Brunel, the firm modified Jaques;s work-levels, developed the Career Path Appreciation method, and has grown to several hundred certified assessors in aligned consulting firms world-wide recently expanding to include organization design
Requisite Organization International Institute distributes Elliott Jaques's books, papers, and videos and provides RO-based training to client organizations