Our house parties are always difficult to plan for. I’m not that keen on parties but my partner is. When backed into a corner I sometimes foolishly agree to a party… but then there are the tricky questions of how many people do we want to come and who should be on the list. As an introvert I appreciate small gatherings while my partner seems to rejoice in her ability to draw a crowd and connect friends and neighbours.
We find that these questions of how many and who to invite also arise at the initiation of organization re-design processes, and especially when thinking through membership of a core design team. Many of you reading this post know that we are staunch advocates of participative organisation design and so give a lot of thought to these questions. I thought I would share our rules of thumb and generic invite lists with you.
How many to invite?
We suggest a range of 6-9 in a core design group. Our recommended number is 9 as this:
– allows a sufficient range of participants to meet the criteria set out below;
– is the maximum number for all to participate and have sufficient voice in this time-intensive process and;
– enables effective breakout conversations and design work to be done in trios.
Who to consider inviting?
It’s sometimes helpful to remember such info with a mnemonic, and in this case our is linked..
L – The leader of the unit! In our experience you need the leader of the unit present during the process: leaders are tempted to delegate this task and then reject the outcome, leaving a legacy of mistrust in their wake and making it much harder to engage the organisation.
I – Who will Implement the design? Keep in mind people who will be responsible not just for drawing up designs and job descriptions but those who need to make it work well.
N – Novelty – people who are newly in and have a fresh perspective on the organisation, perhaps from competitor organizations, or people in your high potential group. Often more able to identify possibilities in a very different organisation design
K – Who has knowledge of how the organisation’s work is done – what it actually takes and from which people to perform key tasks successfully?
E – Existing leaders – some but perhaps not your entire leadership team. If you have ONLY the existing leadership team you will be more likely to get a new design that is close to the old one (which could feel like “more of the same”) but there will be solid commitment to the outcome.
D – Diversity of perspective. Include possibly network or union representatives, as well as finance rep, detail-oriented and strategic thinkers, members who can support dialogue.
Perhaps this goes without saying but you also need to make sure that the people you pick have the time and attention to devote to an intense and stimulating process. You don’t want people who are inclined to dip in and out, or who will be trying to multi-task. This work is too important!
Once you’re clear about who’s in the core design team, you can also think about the wider inquiry group – this is where it is really useful to talk to a mix of people in different teams and business units, and especially those who are always bending your ear about all the things that are wrong with the organisation – they usually have a lot of useful insights.
Need help with your invitation lists? Get in touch
We at Metalogue have developed a tool orgwith to help in-house organization designers to facilitate participative, activity-based design conversations. If you would like a demo of Orgwith get in touch at:
#orgdesign #strategy #od #facilitation #facilitationtech #hrtech #orgwith