Managing Director
bioss europe
Levels of Complexity Is As Current Now As 20 Years Ago
Summary
- I think in terms of using levels. Of complexity framework for designing organizations, is is as current today as it was 20 years ago. The challenge for us is to put things across in a. Way in a language that line managers understand.
Speaker A I think in terms of using levels. Speaker B Of complexity framework for designing organizations, is is as current today as it was 20 years ago. I think for the challenge for us. Speaker A ...
Transcript of the presentation video
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Speaker A I think in terms of using levels.
Speaker B Of complexity framework for designing organizations, is is as current today as it was 20 years ago. I think for the challenge for us.
Speaker A Is to put things across in a.
Speaker B Way in a language that line managers understand and not to be too esoteric too, if you like, academic about it.
Speaker A And certainly within the work that we.
Speaker B Do, the contribution that Luke Hubeck has made in terms of the idea of domains of work for our market has been great because people like circles. And so, if you like, it's softened some of that approach because, of course, a lot of organizations are working with matrix organizations. But it's not just about the levels of complexity in designing the roles. It's about how do they fit together? So it's the whole leadership question. It's about unless my boss provides me with the right context, it's very difficult for me to do my work. So it's about thinking about how those levels fit together. What is it that people do? What context do they have to provide? How does that leadership feel for people who are experiencing it?
Speaker A And even where you have matrix organizations.
Speaker B Some of the problems with the matrix organizations are the nature of the relationships. I think what we can all do is to help clarify the nature of the relationship at the intersections because that's very often where and I think if you go back to Elliot's work on authorities and accountabilities where he describes the different authorities and accountabilities for different types of roles. Whether that's an advisory role or a managerial role I think are as just as useful today as when that work was first written, and increasingly so because.
Speaker A We'Re hearing organizations more and more saying.
Speaker B We have a problem with accountability. We're too diffused. We don't know who's supposed to take decisions.
Speaker A And of course, it's very difficult to.
Speaker B Start rewarding people if you don't know.
Speaker A What it is they're supposed to do.
Speaker B So I think the whole levels of complexity framework adds enormously to that whole debate about organizational design. I think sometimes we have to be pragmatic. It's not about being prescriptive in the way that we use it, but offering it as a framework for support, for help.
Country
UK
Date
2005
Duration
3:12
Language
English
Format
Interview
Organization
bioss europe
Video category
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.
Founded as an assessment consultancy using Jaques's CIP methods, the US-based firm expanded to talent pool design and management, and managerial leadership practice-based work processes
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
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
A Toronto requisite organization-based consultancy with a wide range of executive coaching, training, organization design and development services.
A Sweden-based consultancy, Enhancer practices time-span based analysis, executive assessment, and provides due diligence diagnosis to investors on acquisitions.
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