Outcome by Design and People Congruence

Organizational Architecture

  • All organizations have a hierarchy of managerial levels with multiple positions in each level.
  • Positions have specific accountabilities, authority and reporting relationships.
  • In the Congruency Model, optimal numbers of managerial levels are determined by the time-span of the accountabilities and complexity of work required to be performed at each level.
  • Time-span of positions in a specific level is determined by the accountability with the longest target completion time.
  • Time-span is directly proportional to the complexity of work. Longer the time-span, higher is the complexity of work as well as the level of work.

Talent Mapping

  • Positions have requirements of skills, qualifications and experience specific to the level for effective performance.
  • A critical and necessary requirement of the position is Information Processing Capability (IPC) that is directly related to the time-span of goals and the complexity of work.
  • Information Processing Capability is the raw mental processing capability (not to be confused with IQ or EQ) required to fulfill the demands of the position, reflected by the accountabilities, time-span and complexity of work.
  • In the Congruency Model, the Information Processing Capability is mapped to the levels of the positions, determined by time-span and complexity of work.
  • The Talent Mapping addresses IPC and other attributes such as Skills, Education, Experience and Knowledge (SEEK), Disposition (D) and Role Affinity (RA) relevant to level of the position.

CONGRUENCY MODEL IS PROVEN

FOR A COMPLEMENTARY DISCOVERY SESSION

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