Oteemo Inc.’s Post

I had the pleasure of speaking with Michael Rake, where he shared invaluable insights into the critical role of Standard Operating Procedures (SOPs) in driving growth within his firm. Mike emphasized that well-defined SOPs are not just about maintaining consistency—they are essential for scaling operations effectively. By establishing clear procedures, businesses can ensure that every team member is aligned and working towards the same goals. This not only enhances efficiency but also empowers employees to take ownership of their roles, fostering a culture of accountability and continuous improvement. As businesses evolve, having a structured approach enables leaders to identify opportunities for innovation and expansion without sacrificing quality or performance. #SOPs #BusinessGrowth #TABBoards #TABMiamiValley

Being an agile organization comes down to three simple things. DM us to learn more about each element of organizational agility in depth. #agility #SMB

I often talk to RevOps leaders who express frustration over stakeholders or users not adhering to defined processes. But when we delve a bit deeper, we often uncover that the root of the issue isn’t defiance or neglect; rather, it’s a lack of understanding. Many users are either unaware of the specific processes they’re supposed to follow or don’t grasp why these procedures are in place. This disconnect can lead to inefficiencies and errors that ripple throughout an organization, impacting performance and outcomes. To bridge this gap, it’s crucial for RevOps leaders to not only communicate the ‘what’ of the processes but also the ‘why’ behind them. Providing this context helps users see the value and importance of following the prescribed steps, aligning their actions with the broader goals of the organization. Moreover, regular training and reminders are essential. As teams evolve and business strategies shift, refreshers on processes can help keep everyone on the same page. It’s also beneficial to create clear, accessible documentation that can serve as a reference point for all team members. By actively addressing these issues—through better communication, education, and resources—RevOps can enhance compliance and cooperation across departments, ultimately leading to a smoother, more effective operational flow. This proactive approach ensures that everyone understands their role within the system, fostering a culture of clarity and accountability. #RevOps #NBA

Navigating Challenges Like a Pro! Ever wondered how successful leaders stay on track despite obstacles and setbacks? Staying agile and adaptable in the face of challenges is one of the secrets to maintaining momentum in turbulent times! #StayAgile #OvercomeObstacles

The existence of expansive enterprise process models, steps, frameworks, “work intake”, and lifecycle phases to govern delivery is a surefire indication that you either have a 1) talent problem, 2) a leadership alignment problem, or 3) an organizational design problem. No amount of agility surveys, training, assessments, frameworks, process, or reporting can fix a lack of talent density and skill. And it definitely can’t fix leaders disagreeing on who owns or decides what. Companies of all shapes need process and light governance. However, use process to provide 1) important context, 2) manage bottlenecks, and 3) achieve core legal, security, and financial compliance. Beyond addressing those three points, it’s not your process but your talent getting in the way of business and customer outcomes. #talent #product #agile #transformation #businessagility #process

Here’s the latest update on the TMY Method. We're currently developing a framework for implementing the Gallup Strengths culture to support our clients and their construction teams. The focus is on building engagement, getting people excited about their work, and creating high-performing teams. Stay tuned for more updates! #infrastructure #TMYadvisory #innovation

Once the initial phase begins and yields results, the next phase involves scaling and improvement. This includes rolling out agile teams and transforming the organization's backbone, supported by a systematic approach to building capabilities. Pro Tip: Ensure strong support from the Culture and Change Team throughout this process. Their role is pivotal in coordinating and communicating the transformation, eliminating roadblocks, and initiating a refreshing change in organizational culture. #agilescaling #organizationalimprovement #leadershipdevelopment #changestrategy #businesscaling

🚀 What is Organizational Maturity, and Why Does it Matter in Organizational Development? 🌱 Maturity isn’t just about experience, it’s about how well an organization can reliably and sustainably achieve its goals. 🤔 A Capability Maturity Model (CMM) provides a structured framework that helps businesses improve their internal processes and capabilities. As an organization matures, it moves from chaotic and ad hoc methods to defined, managed, and optimized processes. 📈✨ So, why does this matter in Organizational Development (OD)? Because advancing through maturity levels means a more stable, efficient, and adaptable organization, capable of handling complexity and fostering continuous growth. Are you ready to level up your organizational maturity? 🚀 Follow my journey to learn more! 🔍 #Vinchi #Vinchiwhatis #VinchiKMpillar #OrganizationalDevelopment #CapabilityMaturity #BusinessGrowth #ContinuousImprovement #ScalingSuccess #MBAJourney #MBAProject

I have worked with clients in implementing both agile and agility in their organizations (there is a difference). To achieve agility, they didn't: /restructure /change their taxonomy /spend $s on a team of consultants (you really only need one or two) It was something much simpler! - They were hyper focused on their customer and customer journey - They collaborated in small cross-functional teams for their MVPs and product delivery - They were accepting of failure, of a growth mindset, the pivot... asking questions was encouraged The 3rd, what I call cultural agility (manuevering within an organization’s culture) does not get a lot of attention. It really should! WHY? /Diversity of thought and ideas /Enriching the employee experience (and thereby the customers) /Understanding of organizational micro cultures If you want to start building cultural agility in your organization, begin with asking “why”. -WHY do we do things this way? -WHY not try something different? -WHY not challenge the status quo? Asking “why” can help you shift your organizational mindset, create a new culture, and gain a competitive edge Organizational agility starts with "WHY" Do you agree? let’s go… 💪🏿 ____________________ 📌 If you are a leader looking to transform your organization for the future of work, simply connect: https://t.ly/V8J5W #leadership #transformation #change #culture

Two thoughts relevant to organizations and teams who want to be agile but really aren't: "Simple, clear purpose and principles give rise to complex, intelligent behavior. Complex rules and regulations give rise to simple, stupid behavior." — Dee Hock "Adaptive organizations listen to the world around them—their customers, suppliers, employees, and competitors—and respond to what they learn, not what some process rule told them. Control-oriented managers revel in structure; collaborative managers revel in connectivity and real-world ambiguity." — Jim Highsmith