THE PUZZLES PROJECT

DEFINING YOUR ORGANISATIONAL PROFILES

WHY DO WE NEED TO KNOW OUR ORGANISATIONAL PROFILE? 

Better snapshot of organisational health

Better leadership & organisational performance

Better mapping of blind-spots and risks

Better diagnose of problems' root-causes

Better organisational change management 

Higher performance & team-work

04 puzzleS organisational PROFILES

04 puzzleS organisational PROFILES

Developed by Ha Dang, MPS'10 Cornell University USA (2014) for Respect Vietnam

Developed by Ha Dang, MPS'10 Cornell University USA (2014) for Respect Vietnam

01

02

03

04

​​

The "fall-apart" organisational profile

The "fall-apart" organisational profile or DNA has the highest level of incoherence among the four puzzles - rules, perks, structures & info.  

When the 04 puzzles are falling apart, the building blocks are completely unaligned, resulting in a failure to build a solid foundation for any sound decision to take place.

Each & every one in the "fall-apart" organisation has their own rules to manage their relationship at work. They don't care about other rules. Who report to whom & who takes responsibility for their wrongdoings do not really matter.

 

There is also no motivation for all to work together. Unfair management is the key word for "fall-apart" organisations. Finally manipulated data or distorted info drives key decisions & therefore no trust is in place. 

New or short-visioned entrepreneurs or leaders who don't want to invest in systems or regimes normally face "fall-apart" organisations. They only realise the problems when they see how much "fall-apart" organisations cost them or completely ruin their businesses. 

​​

The "forced-to-fit" organisation

The "forced-to-fit" organisational 

profile or DNA has the highest extent of conflict between between their desire to grow fast & their internal capacities  to actually grow.

When the internal teams are not ready, all new systems & regulations make it "forced to fit".  

Rules & structures become burdens for the entire operation, especially when they are complicated, multi-layer & constantly changing based on random ideas & piecemeal mindsets. 

The only motivation for the whole team is trying something new. However their unreadiness makes it less motivating as they need time to adapt to the new situation under pressure.

Leaders of these types of organisation are normally so eager to new changes without evaluating carefully  the internal readiness in response to changes.  

When leaders realise the unproductivity, poor performance, blame-game or any form of conflicts among team members over the new changes, they must evaluate the whole picture for more comprehensive organisational changes before any new business changes. 

 

​​

The "outcasted" organisation

The "outcasted" organisational 

profile or DNA has basically aligned building blocks, except for one being "outcasted".

The outcasted one could be any of four building blocks. However info is normally the one. 

When info is outcasted, the info flows always face obstacles, therefore hardly becoming useful data or inputs for sound decisions to be made.

 

Finally they are hardly transformed into the knowledge within the organisation which needs to be transferred & growing to make all at the same page of where the organisation should go & how to get there.

 

If all other three puzzles are aligned, the chance is that systems might be invested & standards are in place. However the outcased information that can be manipulated  by people may lower the degree of trust  within the organisation. 

 

Without a genuine trust, none of systems are able to stand strong  & support the human performance within the "outcasted" organisation.  Investing in technology should be a right direction for them to change for resilience.     

\​​

The "in-sync" organisational profile

The "in-sync" organisational 

profile or DNA has the highest level of alignment between four puzzles or building blocks.

The in-sync profile affords the organisation an opportunity to benefit from great management (consistent rules) - great motivation (motivating perks) - great structure (aligning team) & highest level of trust (no-obstacle information flows)

 

The most tangible benefit from "in-sync" organisational DNA is the lowest cost of poor management, poor performance & workplace conflicts.

 

The highest value added is the highest level of trust among teams & individuals that make any decision become reality & help organisations survive & thrive in any change & crisis. 

Making aligned or in-sync organisations is not easy. However constantly evaluating  organisational Risks, Conflicts, Changes & Crises (RCCC) & the responsive actions against RCCC is one of the most cost-effective way to improve organisational DNA.

WHAT PUZZLES DO YOU HAVE?

RULES
STRUCTURE
INFO
PERKS

RULES

Do RULES enhance accountability?

***

 

Learn what sabortage accountability

Poor compliance

Blame-Game

Join The Puzzles to get the best insights & tools to build your own Rule Compliance Pyramid​ that works

PERKS

Do PERKS motivate high performance & committments? 

 

***

Learn what downgrades performance

Half-way Commitments

Unfair performance evaluation

Join The Puzzles to get the best insights & tools to build your own Performance Motivator

STRUCTURES

Do STRUCTURES block workflows & efficiency?

***

Learn what blocks workflows & efficiency

Arbitrary Governance

Messy Org chart

Join The Puzzles to get the best insights & tools to build your own Responsibility Tree that works

INFO

Do DATA & info lower trust & hinder growth?

***

Learn what lower trust &

growth

Spaghetti-like communication

Logical & face-based communication

 

Join The Puzzles to get the best insights & tools to build your own Information Mainstreamer that works
 

WHAT PEOPLE SAY

"Poor rules mean poor management. 

"Poor perks mean poor motivation.

"Poor structures mean poor efficiency.

"Poor data mean low degrees of trust.

—  Lynn Tran, Owner of a Boutique Hospitality Chain

How to make in-sync puzzles?

 

Join our program WE@WORK

WE@WORK is guaranteed

to achieve self-improving organisational DNA within 03 months from start to finish

Contact us for more details

Weatwork

OR

 

Let's find out your organisational profile

Compliance

Pyramid

Love it? Rate itDon't love itNot greatSatisfied Really good Love it Love it? Rate it
arrow&v
arrow&v
arrow&v
add your rules
Max File Size 15MB

Performance Motivator

Love it? Rate itDon't love itNot greatSatisfied Really good Love it Love it? Rate it
arrow&v
arrow&v
arrow&v
add your perks
Max File Size 15MB

Responsibility

Tree

Love it? Rate itDon't love itNot greatSatisfied Really good Love it Love it? Rate it
arrow&v
arrow&v
arrow&v
add your matrix
Max File Size 15MB

Information

Mainstreamer

Love it? Rate itDon't love itNot greatSatisfied Really good Love it Love it? Rate it
arrow&v
arrow&v
arrow&v
add your workflow
Max File Size 15MB

Our partners

Johan Lindholm, CEO

In Vietnam, organisational performance is such very new concept that many leaders do not know it can drive quality & growth in any business. Weatwork's the Puzzles is a very smart & cost - effective tool for high-performers to thrive in Vietnam & in the region

Nguyen Dung, CFO

I never heard about this service until I learnt about Weatwork.co. The Puzzles is a must-have system for all businesses at any size. It is written in a very simple language & format. Technology is what we extremely support

Neo Ce, PD

We used EASEFORM (Weatwork's former format) to improve our employee engagement & self-improve our production quality based on identified risks & changes that cost efficiency & sustainable development. 

Kevin Wallace, CEO

Hospitality industries need more programs like Weatwork as it provides unique quality assurance tools based a well - localised organisational  excellence tracking via risk/conflict/change/crisis management

START 04-HOUR COMPLIMENTARY WORKSHOP 

Schedule a complimentary, four-hour Team Excellence Workshop to start developing your team today. The workshop is exclusively designed for you - zero cost & zero commitment . All your team has to do is to kick-start your own Organisational Excellence Program that yields the highest ROI in your historic records. 

  • Facebook
  • YouTube

© 2020 by WEATWORK.CO

​All rights reserved