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Case History: Wolters

Kluwer Italia

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Orientarsi in un organigramma aziendale complesso – Navigating the organization

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Progetti in corso

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1. Premessa

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Le organizzazioni complesse hanno il dovere, pena l’uscita di scena dell’organizzazione, di adeguarsi alle continue modifiche e ai cambiamenti del contesto e del mercato. La risposta alle continue sfide spesso richiede un organigramma aziendale complesso che contiene soluzioni organizzative complesse e sofisticate dal punto di vista organizzativo: matrici, riporti funzionali, risorse condivise, allocazione parziale di risorse su progetti, sponsorship non gerarchica, ecc.

E quando l’organigramma diventa complesso la sensazione di chi lo “naviga” è quella di passare da un mare calmo e ben noto ad un oceano ignoto e tempestoso. Quando ciò accade non tutti riescono ad adattarsi immediatamente al nuovo contesto e l’insicurezza e la pressione rende difficile la collaborazione e la negoziazione continua.

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2. Il Cliente e la Sfida

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Questo è in estrema sintesi il problema che ci è stato posto da una delle Business Unit di WKI un nostro cliente da molti anni. L’organigramma aziendale era diventato difficile da navigare con tranquillità da parte dei numerosi manager e si rendeva necessario formare rapidamente i nostri skipper a navigare il nuovo mare.

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3. Il Progetto

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È nato così, sedendoci al tavolo con l’AD e l’HR manager, un percorso complesso e stimolante nel quale le prime tre fasi del metodo AdActa hanno dovuto convivere, sulla stessa “barca”, per buona parte della rotta.

Il primo gruppo di “Skipper” coinvolto, con il classico sistema top-down, è stato composto dai primi riporti dell’AD che hanno definito con il formatore/facilitatore la mappa delle criticità del nuovo mare e hanno individuato i gap delle competenze da rinforzare nei propri “secondi ufficiali” (la fase della identificazione delle necessità si è fusa con l’erogazione).

In un secondo incontro gli stessi “Skipper” hanno tracciato la nuova mappa navale e hanno definito le istruzioni e le regole di ingaggio per affrontare il mare in tempesta (in questo caso è la fase della macro-progettazione che si è unita con l’erogazione).

E a questo punto abbiamo creato una “Accademia Navale”: siamo saliti in “barca” con più gruppi di “secondi ufficiali” e abbiamo approfondito le nuove regole di navigazione e i nuovi strumenti per affrontare il mare tempestoso declinando strumenti manageriali quali un nuovo stile di leadership (il manuale era già stato definito dalla Corporate), la gestione per obiettivi, nuovi metodi di controllo, gestire con l’autonomia e soprattutto tanta, tanta negoziazione win-win. Il tutto ha aiutato a fare chiarezza a orientarsi in un organigramma aziendale complesso.

La fine del percorso è stata spumeggiante: un offsite tutti insieme in una cornice fantastica (Riva del sole a Punt’Ala) con una chiara condivisione delle nuove regole di navigazione, una testimonianza illuminante di un vero Skipper (Duccio Colombi di Phi!Number) e un team building per la costruzione dell’unico pezzo ancora mancante: la barca! Il progetto per lavorare sulla struttura aziendale complessa è finito con un varo in mare e un mega-bagno collettivo.

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4. Risultati raggiunti

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Grazie a questa esperienza l’organizzazione oggi viene percepita e gestita come di minore complessità: abbiamo costruito insieme una carta nautica attendibile e abbiamo approfondito le istruzioni per gli Skipper!

E il follow-up? Vedremo come mantenere il timone a dritta e le vele spiegate anche con il mare mosso.

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