Read this before you restructure.

Organisational capability is often described as a group of individuals using their skills and knowledge to deliver outputs that align with an organisation’s functions and purpose. If this were true, it would mean that the more individuals an organisation employs, the more organisational capability it has. However, history has shown us that lean start-ups can deliver incredible results and large companies can suffer from crippling inefficiencies.

It Is more helpful to think of your organisation's capability like an ecosystem:

●     Individual capability are the organisms that have the skills and knowledge needed to thrive, which they have developed through education and experience.

●     Team capability is how these organisms work together to deliver short-term operational outcomes, helped by clear and effective ways of working.

●     Organisational capability is the landscape and weather system (such as an organisation's systems, policies and processes) that create the environment in which organisms use their collective skills and knowledge to deliver long-term strategic outcomes.

When we view capability through an ecosystem lens, we can find clarity on what levers can be pulled to bring about effective change. For example, whether your organisation needs a wider variety of skills and experience, if your teams are successfully working together, or if your operational environment is supporting or working against your goals.

The good news is that developing organisational capability doesn’t require a significant investment in resources. Knowing what parts of your ecosystem are healthy and where change would bring about new benefits will clarify where you need to focus your efforts so your ecosystem can thrive.

Would you like to have a deeper conversation about what your organisation is facing? We have a passion for supporting organisational capability and would like to talk to you today.