OrangeBox is a customizable mechanism that is designed for leading change and organizational learning. It's a new way of thinking, a body of knowledge, a different language and a periscope to help see the big picture, and keep the organization on track all the time. It’s a performance information system but more than simply a tool. 

 

OrangeBox is grounded upon today's major problems in strategy execution, leading change, and organizational learning. These major problems can turn out to be devastating in an increasingly fast-moving world.

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Many companies have a gulf between organization's strategy and its implementations

Unawareness of the strategy among the organization's employees is a common problem while people in leadership tend to not discuss about unpleasant results, and, so resist to major changes. The question "Is the decision in line with the strategy?" is not followed. No reference is made to any indexes of unacceptable performance. Departments in an organization may believe no problem exists. At the end, the outcome is being this gulf.

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Lack of curiosity and inclusiveness is an obstacle for organizational learning and transformation

Research in 16 industries shows that while 65% said that curiosity was essential to discover new ideas, virtually the same percentage felt unable to ask questions. More than a thousand of CEOs in a survey cited "curiosity" and "open-mindedness" as leadership traits that are becoming increasingly critical in challenging times.

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While 84% reported that their employees are encouraged for curiosity, 60% of the employees said they had also encountered barriers to it at work. In many cases, managers and top executives have risen through the ranks by providing fixes and solutions, not by asking questions.

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Starting to believe the traditions are superior to learning new ways may turn out to be extremely dangerous. This may be a case due to proud history and significant wins of the organization in the past.

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Lack of defining systemic causes of problems is an obstacle for leading change

Finding the root causes of undesired outcomes is a major issue for many, due to several reasons; incorrect team compositions, incorrect data classifications, lack of objectivity, schedule constraints, rush to judgement, lack of management commitment, and lack of historic organizational information.

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However, without a true cause and effect analysis, obtaining desired outcomes in conjunction with the strategy is extremely difficult. Without defining the systemic causes of problems, convincing evidence for change would not exist.

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Lack of an early warning mechanism delays corrective action

Many companies are failing to possess an 'early warning mechanism' due to performance information systems, that measures the results only. The standards that are being measured are mostly not high. Confronting problems to managers soon enough isn't widely applied. This leads companies to take 'corrective actions', rather than 'preventive actions'. It can be late to realize what's happening and damage can be huge. The ability is to take preventive actions would be outstanding in the challenging times.

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Without an early warning mechanism, if an organization goes through a transformation process, this would mean it's happening as a drag, rather than a facilitator. This is not wholesome where stability is no longer the norm.

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Solution: OrangeBox

OrangeBox is to enable an organization to learn from past mistakes and provides a platform to identify systemic causes of problems and specify patterns of a organizational success. This way, it aims early warning and continuous process improvement for a greater learning organization. After all, strategy execution can be successful.