The Adizes Methodology is a proprietary, structured system for accelerating organizational change that was developed by Dr. Ichak Adizes, and has been applied by the Licensees of the Adizes Institute since 1975.
At its foundation is the fundamental working principle that all organizations-like living organisms-have a lifecycle and exhibit predictable and repetitive patterns of behavior as they grow and age. At each new stage of development, every organization is faced with a unique set of challenges. How well or poorly these issues are addressed and necessary changes made determines the success or failure of that organization.
Leading an organization through lifecycle transitions is neither easy nor obvious. Methods that produce success in one stage can create failure in the next. Fundamental changes in leadership and management are required, and solutions are created with the active participation, understanding and support of the managers who implement them.
The methodology is delivered by Adizes Certified Associates who have gone through a rigorous training and certification process. Adizes Associates are not conventional management consultants who write reports and make recommendations. Nor are they organizational development trainers or facilitators. Instead, they are change management experts who work side-by-side with clients to develop and implement needed changes. We provide comprehensive long-term support to our clients, tailoring the diversity and duration of our services to meet their specific needs.
When practicing the Methodology, Adizes Associates implement one or more of 11 different phases. These phases are a systematic approach designed to help a client accelerate their development from one Lifecycle phase to the next, on their path to Prime. The sequence, depth of delivery and duration of each phase are customized to meet the special needs of each client. Click on the link at left for a summary of the 11 Phases of the Adizes Methodology.
Adizes Associates implement the methodology in phases, as part of a systematic approach designed to help a client accelerate their development from one Lifecycle phase to the next, on their path to Prime. The sequence, depth of delivery and duration of each phase are customized to meet the needs of each client.
Phase I – Synergetic Organizational Diagnosis (Syndag™). A team-based managerial self-audit of the key internal issues that must be resolved to dramatically improve overall performance and help the organization become the champion of its market(s).
Phase II – Team Building (Synerteam™). Training and management of problem-solving teams focused on addressing the priority issues identified in Phase I.
Phase III – Change Management System Deployment. Installation and management of a new change management structure that complements the organization’s normal hierarchical structure. The change system provides a new mechanism for continuously identifying and addressing systemic multi-departmental problems and opportunities.
Phase IV – Vision / Mission / Values. The organization’s focus on strategic change is developed by looking at both the external and internal environment and selecting critical strategic imperatives. This information is then molded into the organization’s game plan for achieving a common direction and common goals that are backed by the management team.
Phase V – Structural Realignment. The organization’s structure is redesigned to better support the new mission, match the organization’s technology, and respond to the environment with a clearly defined goal of producing vitality, entrepreneurship and growth, while supporting clear accountability for performance.
Phase VI – Accountability. Management information systems are reviewed to help ensure that information for decision making is aligned with the responsibilities of the new structure. The goal is to have information systems that clearly define individual accountability.
Phase VII – Adizes Technology Transfer. The Adizes technology is transferred to the client. We license, train and certify a critical mass of client personnel so that they can cost effectively cascade Adizes down into the organization at all levels.
Phase VIII – Peak Performance Stretching. We use teamwork to develop plans and “stretch” the organization in order to achieve its peak performance. This phase typically produces rapid impacts on profitability, because it causes staff to aim for higher levels of performance.
Phase IX – Strategic Resource Allocation. We work to evaluate the long-term direction and viability of each organizational unit. The emerging strategy supports current successes and identifies new directions for replacing discontinued activities.
Phase X – Systemic Cybernetic Structure. To ensure that a solid mechanism for continuous adaptability to change is operating efficiently, we formalize the change management system initiated in Phase III and integrate it with structure designed in Phase V to create top-down and bottom-up flows of energy.
Phase XI – Synergistic Rewards Systems. The new strategies, responsibilities, and teamwork require reassessment of the organization’s incentive and compensation systems. They must be consistent with and aligned to support achievement of the newly defined goals.