Organization Design
Everything not created by nature is designed by humans, consciously or unconsciously, including organizations. And, anything designed by humans can be purposefully [re]designed by humans to achieve even greater value for the multiple stakeholders. The Design Framework provides a flexible yet systematic approach to creating organizational systems for all organizations, including commercial, non-profit, and government. While the framework components are presented sequentially, the process is often an iterative exploration of design considerations and options in practice.
Leading Transformation
The design or redesign of organizational systems requires leaders to become designers and builders of the organizations they really want. Leading the journey to create sustainable value for multiple stakeholders requires the flexible combination of leveraging the forces and facilitators of change with leadership activities and behaviors, organizational culture, and individual leader characteristics. The Leading Transformation Framework includes fourteen components derived from research on CEOs who led successful organization transformations, resulting in the Malcolm Baldrige National Quality Award.
Research Design
Whether you are working to solve a unique organizational issue or contributing to theory, the research design framework will help you align the “DNA” of your study to deliver the insights you need. The research framework includes nine components with clear linkages. Each of the nine components links to the previous and subsequent components and the conceptual framework. The components form two groups, the “T” or the foundation of the problem, purpose, research questions, and conceptual framework, and the “U” or methodology, including the literature review, overall approach, data collection, data analysis, and drawing conclusions.
