our structure process

The strategic intent is to align, as closely as possible, the key elements of the organisation design with the requirements generated by the strategy and business plans. Client offerings range from assistance with a single element of OD (for example, role and accountability clarification) through to integrated planning and execution of major organisation change programs. The essence of Mettle’s methodology is to:

• Understand the organisation’s (or business unit's) strategy and plans
• Research the current degree of alignment between the OD element(s) in scope and the business requirements
• Collaborate with the client to develop options and timeframes for closing the gap
• Assist the client to implement the desired design

In organisations of any size, this usually requires three things to happen:

• The leadership of the organisation defines a clear business agenda
• The organisation—structures, roles, accountabilities, systems, capabilities and frontline workplace arrangements—mobilises the organisation’s effort and effectively focuses it on executing strategy
• The organisation has a culture of accountable managerial leadership

Creating an accountable, high productivity, high trust environment requires:

1. Being very clear about what matters for the business
2. Organising effectively and systematically to do the right work, both up-and-down and across the business
3. Aligning culture and the workplace environment with business objectives

When these elements are in place, organisations have the foundations for transformational shifts in performance.

We design our consulting services to support clients in each or all these areas, depending on their own starting point. A model for understanding our core services is as follows:

How we deliver these services depends on the client need and your preferred working style. We employ leading edge methodologies in organisational diagnosis, surveys, system design, strategy development, and personal and team effectiveness.

Mettle works with clients at all levels to achieve these results. Our strength is in analysis and strategy design, and we can also support—either ourselves or with partners—all aspects of the implementation of change.

Examples of our work:

As a way of showcasing a selection of our approaches to unique situations, we have outlined three issues and solution scenarios we have addressed in the past. They are:

1. Creating the impetus for the next phase of growth by equipping leaders to excel at their job as leaders of the culture
2. Rationalise and redesign products, enabling cross functional collaboration and defining the value chain across the organisation, to take advantage of the organisation's reach and customer base
3. Renovate systems and organisation structure to make them simpler, easier and more effective, to suit a rapidly growing and more complex business

Our approach is traditionally to begin by conducting an organisational scan and/or culture diagnostic, to help chart the correct course. The overall objective is to simplify and align ‘how things are done around here’ for the whole organisation, for its teams and for each individual. This increases the internal congruence and strength of the organisation's culture.