Sintec has a specialized practice of organizational transformation that covers topics of culture and leadership, competencies, structure, and change management.

In our Organizational Transformation practice we align organization with business strategy through a holistic change process focusing on: culture & leadership, core competencies, organizational structure, and change management.

We cannot assume that an organization is always able to execute a strategic or even the tactical change of a company. In the diagnostic phase of our consulting projects, we commonly find that the strategy and the organization are not aligned.

Reasons why an organization is not aligned with business strategy:

• The strategy is designed without considering the current state of the organization
• It is assumed that the current organization can make the change
• The strategy changed, but the organization did not
• The organization’s relevance in the strategy is not considered important or is misunderstood

The consequence of misalignment between strategy and the organization for the business is a disorder in achieving goals, so that the strategy turns out to be ineffective when the time comes to translate it into results.

• Failed results due to lack of commitments
• Conflicts between areas and assignments among executives
• Duplicated efforts among the areas
• Gray areas in decision-making and in the assignment of responsibilities
• Non-existent or inappropriate incentives
• Unqualified personnel

At Sintec we believe that an effective change occurs by understanding and modifying the key elements in an organization and its DNA. Within the company DNA is its capacity to align and change. We have identified four critical elements for the administration of change; the elements are in the company DNA and are necessary to evolve and react to opportunities in the environment and to change.

1. Culture and Leadership

• Behaviors, values and attitudes
• Styles and customs

2. Organizational Core Competencies

• Individual and group capacities
• Competencies and abilities

3. Structure

• Organizational design
• Roles and functions

4. Change Management

• Change indicators
• Routines and change follow-up
• Stabilization of new initiatives

Recommended publication:
Sintec Article – Organizational DNA