Transforming Organizations with the Business Organizational Development

CONTEXT:
The growth path taken up by the client needed a change in organization structure, with that came in the need for synergy among different business units that earlier operated as individual identities, thereby legitimizing fiefdoms. 

“The change in structure is not enough, we need to do something about the culture, the current culture is not going to help us in the growth path we have undertaken”, the Chairman was sitting in his office late night thinking that he needs to ask for support to navigate this. His team arranged a meeting with the CEO of Celebratory Network to come in for this conversation.

CHALLENGES:
The Chairman shared key Challenges, “My CEO’s use my office / me to solve their problem with each other, they have huge egos and will not get out of their cabins to resolve issues, they don’t collaborate and see their businesses as islands. Each unit has expertise that the other can use, yet they don’t share best practices with each other, even though we have moved to a matrix structure, truly living in this new structure needs attention”

With this challenge in mind, the organization partnered with Celebratory Network (CN), a consulting firm known for its expertise in Business Organizational Development and Strategic Leadership. 

THE WORK:
Phase 1: Setting the Foundation

The journey began with 25 key business leaders and the chairman coming together to lay the groundwork. They looked at the culture they are creating, the systemic patterns and its impact. 

Outcome of Phase 1 was:
1. Defining a Vision: A vision that would guide the organization’s future.
2. Actionable initiatives designed to bridge gaps and drive alignment toward the Vision.
3. Foundational principles to support the organization’s cultural and operational transformation.
This phase set the tone for what was to come, creating a sense of purpose and clarity among the leadership team about how they need to work together.

Phase 2: Expanding the Vision
With the groundwork in place, the project moved into its second phase, where involvement broadened to include more leaders and teams across the organization. This phase focused on implementation.

4. Leaders collaborated on the identified projects, breaking silos and fostering teamwork, with real time issues surfacing and working with reflections of how we are working together. Open discussions created a space for sharing challenges, responding to the people dynamics and need for clarity in roles.
5. Next in line leadership workshop helped bring the Function heads on board.

THE TURNING POINT
6. The Chairman and his team stepped in with a sense of urgency and commitment to making shift in the culture.
7. Next in line leaders looked at what is it that they can do at their level to make moment and bring the BOD alive.
8. Testimonial: One of the most powerful moments in the journey came during a workshop where a leader shared, “I feel like we’re all moving in the same direction.” This sentiment echoed throughout the organization as employees began to see the tangible impact of their efforts.

OUTCOMES AND IMPACT
9. The BOD Project is WIP— all organizations will go through a shift in structure and will nurture the to support the culture. Our client had the courage to look at these realities and invest their energy and effort beyond the business-as-usual demands on them.
10. It is a testament to what organizations can achieve when they align their people, purpose, and processes. This journey isn’t just about achieving goals; it’s about creating a culture that support the business vision, and it all starts with the Leaders