Adizes Organizational Transformation

ADIZES PROGRAM FOR ORGANIZATIONAL TRANSFORMATION: A sequence to address problems within an organization to achieve organizational transformation. This sequence is broken down into 12 phases (starting with Phase 0).

Reach out to our Certified Adizes Associates to transform your company using the Adizes Methodology for Organizational Transformation.

PHASE 0 : The basic theoretical underpinnings of the Adizes Methodology.

PHASE I – (SYNDAG) SYNERGETIC DIAGNOSIS: A comprehensive analysis of an organization’s problems (see potential improvement points) and its current stage in the lifecycle, determined by working with the organization’s managers over a 1- to 4-day period. A Syndag includes the development of a strategy and detailed plan of action to deal with the priority problems identified by participants.

PHASE II – SYNERTEAM INTEGRATION: Facilitation of the Synerteams formed to address the priority problems identified in Phase I that require teamwork. This Phase includes team training and Integrator training.

PHASE III – PARTICIPATIVE ORGANIZATIONAL COUNCIL (POC): Creates and formalizes a bottom-up communication channel to establish a more responsive and creative organization. The POC is the basic building block of the parallel structure that complements an organization’s normal hierarchical structure. It is designed to follow up on problem-solving teams and creates a mechanism for continuously identifying, analyzing, and resolving problems throughout the organization.

PHASE IV – MISSION: Identifies an organization’s value add and competitive advantage; builds a sense of mission for achieving a common direction and common goals that have the support and commitment of the managerial team. PHASE V – STRUCTURE: Designs a structure that supports the mission, matches the organization’s technology, and responds to the environment with the goal of producing vitality, entrepreneurship, and growth.

PHASE VI – ACCOUNTABILITY: Redesigns management information so data match the responsibilities of the new structure and are delivered in a format that is useful to managers by clearly defining individual accountability for every dollar that comes into and goes out of the organization. The focus is on the utility of information for line managers.

PHASE VII – CASCADING: Cascades Phases I through VI to lower organizational levels. This phase is critical to reducing alienation between upper management and the rest of the company. Selected in-company managers are trained and certified in Adizes Methodology and practices to serve the organization long after the Adizes Associates have completed their work.

PHASE VIII – PERFORMANCE STRETCHING: Develops plans using teamwork to stretch an organization to its peak performance. This phase typically rapidly impacts the company's overall profitability by focusing staff on serving the line better, streamlining support activities, pushing for higher performance levels, and breaking through organizational parochialism.

PHASE IX – STRATEGY: Evaluates the long-term direction and viability of each organizational unit after the correct information is funneled to the right people, the new mission is defined, and a clear common vision is established. The organization's potential is reevaluated, and a new strategy is built that supports current successes and finds new directions and strategies to replace discontinued activities.

PHASE X – (EI) STRUCTURE: Formalizes the parallel creative problem-solving structure introduced in Phase III so a solid mechanism for continuous adaptability to change operates efficiently and supports the normal hierarchical structure developed in Phase V.

PHASE XI – REWARDS: Reevaluates the incentive and compensation systems to ensure they are consistent with and promote the achievement of new strategies, responsibilities, and teamwork.