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Architectural Leadership Consulting Framework (ALC)

According to a research article, ‘Architectural Leadership Creating a Value-Enhancing Infrastructure’ the word Architectural Leadership means a leadership approach that focuses on the design, implementation, and enhancement of organizational processes and structures. Based on this concept, Jibran Bashir Leadership Institute developed and introduced the Architectural Leadership Consulting Framework in the corporate world. It has been and is still being applied at various organizations of Pakistan by the consultants of Jibran Bashir Leadership Institute. It serves as the most appropriate and applicable solution to organizational issues to date. It constitutes of 6Ps and 4Ds process approach. It works in combination with the processes and tools of the Organization Development. It not only results in a successful outcome in the current circumstances but is also fruitful for the future. The 6Ps are the pillars of any organization. 4Ds is a process approach to ensure the presence of 6Ps in the organization. The framework of ALC was created by Jibran Bashir Leadership Institute after accumulating all the facets of mechanisms that have been neglected by the organizations and were causing businesses to fail or not to grow. 

6Ps for Organization Development

The Architectural Leadership Consulting Framework consists of 6 interconnected Ps which are; Plan, Parts, Processes, Place, Performance, and People. These Ps play the fundamentals to achieve the goals mentioned on the balanced scorecard of the organization efficiently and effectively. These 6Ps are explained further:

1. Plan

The Plan includes the contextual analysis of the organization and the market in which it is existing. It helps the top management to make appropriate decisions to meet the organizational objectives. The steps taken for the Plan are as follows:

  • Scanning of the environment
  • Purpose Creation
  • Inspiring Vision Formation
  • Values Definition
  • Strategies Formulation
  • Aims Development

2. Parts

Parts are the Structures of the Organization; both Reporting and Grading. They depict the organization in the logical division of Parts from the Plan’s perspective. Once established, they help to enhance the efficiency of the organization. They aid in categorizing the positions, establishing functional roles of the departments, and defining job roles of the organization. 

3. Processes

Processes mean the standard step-by-step approach established in the light of Plan and Parts. They help to ensure that the work is done systematically. It is mandatory to have written processes for organized coordination. It included the following:

  • Shaping the integrated Supply Chain/ Operations Management System
  • Planning the integrated Marketing Management System
  • Building the integrated Human Resource Management System

4. Place

Place means the physical environment, i.e., the tangible one, and the behavioral environment i.e., the intangible one. The cultural development of the place is important for boosting the productivity of the employees so that they achieve the goals. It is the most neglected part of the organization, yet if developed may help create an analytical work climate leading to increased employee satisfaction and motivation. 

5. Performance

Performance means the development of the Job Descriptions (JDs) mentioned in the reporting structures, extraction of Key Result Areas (KRAs), the establishment of Key Performance Indicators (KPIs) of all JDs. For the best performance, the first 4Ps are necessary to be developed. This 5th P helps to develop Performance in the organization. The proper performance standards help fairly assess the output of the employees. 

6. People

People mean the individuals who constitute an organization. The organization itself is defined as an organized group of people with a particular purpose. The development of People is mandatory for the 5Ps to run systematically. For this purpose, Leadership Succession and Developmental Programs are conducted at all levels of the organization. Moreover, Leadership Executive Coaching and Performance Coaching are conducted too. 

4Ds Process Approach toward implementation of 6Ps

 

 

1. Diagnosis

Just like when we go to the doctor to get our diseases treated, the first step performed by the doctor is the examination or diagnosis where certain questions are asked, blood or urine tests are conducted and the disease is diagnoses based on both results, i.e., the patient’s examination and laboratory reports of the tests. Similarly, the illnesses of the organization also need to be diagnosed first to progress with the treatment. So, first, the problems along with their root causes are identified by using the 6Ps framework. The pre-existing records and documents of the organization are checked, interviews with top management are conducted, surveys and psychometric tests are also used to gather data for diagnostic purposes. 

2. Development

Continuing with the example of going to the doctor, the second step after diagnosis is prognosis where the expected development of the disease is predicted based on the diagnosis. Further steps are taken and treatment is suggested to the patient. Likewise, in the organization, the next step after diagnosis is the development of the 6Ps. If the organization is new and does not have implemented the 6Ps before then all the 6 Ps are developed; however, those organizations with already implemented 6Ps, only those are developed which are the exact needs of the organization. The 6Ps development means their documentation as:

  • A Strategy Paper for Plan
  • A Structure Book for Parts
  • Policy and Procedure Manuals for Processes
  • Physical and Behavioral Environment Plan for Place
  • Written Job Descriptions with evaluations and KPIs for Performance
  • Designed Leadership Development Programs for People

3. Deployment

When the patient goes for the treatment and takes medicines or gets his/her surgery done, this is called the deployment. In the organization, the third step where the 6Ps are implemented is called Deployment. The first 5Ps, i.e., Plan, Parts, Processes, Place, and Performance are deployed through the process of Change Management where awareness sessions are conducted and implemented. The 6th P, i.e., People is implemented through Leadership Development Programs. The deployment stage is the crucial one because merely the documentation is of no use until it is deployed to bring positive changes in the organization. 

 4. Deviation Checks

Once the patient has been treated, he/she is asked to pay another visit to the doctor to check if the disease has returned again or not. Similarly, in organizations, the step-by-step approach does not stop at the deployment stage. Then, it is subject to deviation checks. In the VUCA world filled with uncertainty, where the results might deviate from the desired ones, the fourth step of deviation checks must not be skipped. In this regard, audits are conducted after a pre-determined time by the representative auditors of Jibran Bashir Leadership Institute to ensure that the 6Ps are working systematically in the organization.

Importance of 6Ps and 4Ds for Organizations

The 6Ps with the 4Ds process approach is important in the VUCA World. Every organization aims to grow beyond expectations, sustain successfully, and make a visible economic impact on the country. For the consultants, this framework is valuable because it is easy to understand, practical to deploy promises in the right direction, and has favorable results. For the organizations, it provides a detailed awareness of the current situation, a clearly defined business strategy, a designed place environment, accurate performance management, leadership pipeline development, and makes a direct impact on the bottom lines, i.e., the net profits. 

Conclusion

Irrefutably, the Architectural Leadership Framework is crucial to develop a value-enhancing organizational structure in the current and future dynamic business world. Consultants and CEOs can work hand-in-hand to utilize this framework to enhance their financial and non-financial performances. Jibran Bashir Leadership Institute strongly recommends this framework. One-on-one sessions can be scheduled to get an idea of your organization and for you to get the idea of how these 6Ps can be integrated with your organization to ensure growth and sustainability.

 



Author: Veera Salman
Research Associate

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