TABLE OF CONTENTS The implementation phase, shown diagrammatically in Figure 9 3, can take between 1 to 3 years depending on the size of the organization, the demands of other ongoing initiatives, budget restraints, and the appetite and level of commitment among the leadership group and executive population for whole-system change. The implementation process begins with the definition of the content of the structural alignment process and the definition and design of the personal alignment, group cohesion, and values awareness programs.
The purpose of the structural alignment program is to reconfigure the systems and processes of the organization so that they align with the vision, mission, values and behaviors of the organization. These processes form the underlying formal and informal behavioral reward systems that support the culture. They have a long-term impact on the culture because they are a materialization of how things are done around here. The systems and processes that may need to be reconfigured are as follows:
New employee/executive selection
New employee/executive orientation
Employee/executive performance evaluation
Employee/executive promotion criteria
Selecting talented performers for fast track development
Leadership development programs
Management training programs
Values awareness programs
In large organizations, the structural alignment changes can take up to 2 to 3 years to implement. It is also useful at this stage to develop programs that directly address specific limiting values in the current culture such as a bureaucracy elimination program and/or an accountability promotion program.
