Posts Tagged ‘Value (personal and cultural)’

Organizations are dynamic systems, in which all parts should be aligned to get results. Tosti and Jackson [2003] of iChangeworld Consulting wrote an interesting whitepaper on Organizational Alignment. They introduced a framework which, in my opinion, illustrates an important view on alignment.

Figure: Organizational Alignment (Tosti and Jackson, 2003)

This model describes two interdependent paths for moving from a broad statement of organizational mission and vision to specific results:

Strategic: The left-hand path emphazises what needs to be done: the strategic goals the organization will work toward; the objectives that groups and individuals must accomplish to carry out those strategies; the activities that must be performed to meet goals and objectives.
Cultural: The right-hand path emphazises how things should be done: the values that will guide people in carrying out the mission and vision; the practices which reflect those values; the specific, day-to-day behaviors which will represent the values and practices to others as people go about their work.

Organizational alignment requires compatibility between the strategic and cultural “paths”, and consistency within them. Organizations have traditionally emphazised the strategic path. Most invest considerable effort in defining strategic goals and objectives. Fewer adress the cultural path with clearly defined statements of values (Tosti and Jackson, 2003).

In Business/IT Alignment literature alignment is divided in an intellectual dimension and a social dimension. One could easily see the analogy with the strategic and cultural dimension of Tosti and Jackson. Where in Business/IT Alignment, these two dimensions are often looked at in isolation, it’s better to follow the advice of Tosti and Jackson to consider both dimensions as interdependant.

Reference

Tosti, Donald T.; and Jackson, Stephanie F.: Organizational Alignment, iChangeWorld Consulting LLC, Novato, USA, 2001-2003