Case Study - System Deployment



Client is a market leader in Dual Fuel Kit or Dual Fuel System (Diesel + Natural Gas) for Diesel engines. Value proportion is Go Green | Cut Cost. They have been working in this domain for 20+ years & serve the stationary power (Diesel Gensets) and mobile applications (Mining, Marine, Railways) & boast of 1000+ successful conversions to date.



•The organization was grappling with a significant challenge pertaining to the accountability for its personnel. This issue has had a detrimental impact on the efficiency and timeliness of the work processes. Due to the lack of well-defined roles and responsibilities, employees were often unsure of their specific duties and accountabilities, leading to confusion and delays in servicing the customer.

•Another significant challenge had emerged due to the absence of well-defined process flows. This deficiency led to a situation where one or even two individuals may unknowingly engage in duplicate tasks. This duplication arises from a lack of effective communication and the failure to appropriately assign tasks to one another. Furthermore, the organization’s processes suffer from inadequate monitoring of allocated tasks, exacerbating the issue. Without proper oversight, it becomes challenging to identify and address these inefficiencies in a timely manner.

•Another challenge was involving the absence of proper documentation and the lack of standard operating procedures (SOPs) for critical activities. This situation leads to problematic for essential tasks and operations. Without adequate documentation, important information may not be systematically recorded, making it difficult to access and reference critical data. Additionally, the absence of standardized SOPs means that there is no clear and consistent set of instructions for carrying out crucial activities, which giving result in inefficiencies, errors, and a lack of uniformity in how these tasks are performed.


What We Did:
Business Process Architecture

The implementation of an effective business process optimization initiative involves several distinct steps to streamline operations and drive improvements. Firstly, we initiated the project by conducting a comprehensive Identification of Current Process. This phase involved documenting the existing processes within our organization, specifically focusing on sales and marketing operations. We methodically listed all the activities involved in these processes, leaving no detail overlooked. Once the activities were identified, we proceeded to Separate the Activities into major and minor categories. This categorization allowed us to prioritize tasks and allocate resources more efficiently.

Major activities were recognized as critical to our core objectives, while minor activities were those that, though important, did not carry the same weight in terms of impact. With the major and minor activities identified, we then listed the problems and improvement opportunities within each process. This entailed conducting a comprehensive assessment of workflows, pinpointing bottlenecks, redundancies, and areas where enhancements were needed. We aimed to resolve issues and capitalize on opportunities for efficiency gains.

Simultaneously, we carried out an Identification of Stakeholders in each process. This step involved identifying and categorizing the individuals or teams responsible for various aspects of the processes. Understanding the roles and responsibilities of stakeholders was crucial in streamlining communication and accountability. After identifying the stakeholders, we moved on to Reassigning Process Responsibilities and Reassigning Stakeholders as necessary. This reallocation of roles aimed to ensure that the right people were handling the right tasks, aligning with our optimization goals.

Finally, we mapped out the entire Process and Stakeholders, creating a comprehensive visual representation. This mapping served as a valuable reference for the entire organization, enabling everyone to grasp the process improvements and stakeholder changes. In summary, this step-by-step approach allowed us to systematically identify, categorize, and address issues within sales and marketing processes. By separating major and minor activities, understanding stakeholder roles, and mapping the entire process, we were able to enhance efficiency and communication, ultimately driving positive changes throughout the organization.


RACI Matrix for major activities

The process of developing a RASIC model, a crucial framework for clarifying roles and responsibilities, involves a systematic approach. Initially, we embarked on Identifying Responsibilities and Roles within the organization, specifically focusing on sales and marketing functions. This phase involved a thorough examination of tasks and duties, ensuring that each responsibility was clearly defined and assigned to the appropriate individual or team.

Following this, we proceeded with the Development of the RASIC model itself. This involved categorizing responsibilities into four key roles: Responsible, Accountable, Supportive, Informed & Consulted. The “Responsible” party is tasked with executing the activity, the “Accountable” individual oversees the completion and decision-making, the “Supportive” role provides assistance, the “Informed” party is kept in the loop regarding progress and the “Consulted “party is to ask for some information or advice

Once the RASIC model was formulated, we moved on to the Validation stage. This crucial step involved seeking input and feedback from relevant stakeholders, including team members, managers, and other relevant parties. Their insights were instrumental in ensuring that the model accurately reflected the organizational structure and objectives. Following a thorough validation process, we sought Sign Off from all stakeholders involved. This sign-off represented a collective agreement on the RASIC model, indicating that it accurately represented the assigned roles and responsibilities within the sales and marketing functions.
Finally, the entire process was documented comprehensively. This Documentation served as a crucial reference point for all team members, providing clear guidelines on their respective roles and responsibilities as outlined in the validated RASIC model. In summary, this step-by-step process ensured a thorough and meticulous approach to developing and implementing the RASIC model. By identifying, categorizing, validating, and documenting responsibilities and roles, we established a clear framework that enhanced accountability, collaboration, and efficiency within the sales and marketing functions of the organization.


Structured KRA’s, KPI’s & SOP’s defined

We initiated the process by establishing Structured Key Result Areas (KRAs) and Key Performance Indicators (KPIs) within the organization. This involved a meticulous examination of business objectives and operational requirements. We identified specific areas critical to success and defined measurable indicators to gauge progress and performance. Each KRA was aligned with overarching organizational goals, ensuring that every aspect of operations contributed meaningfully to mission.

Following the definition of KRAs and KPIs, we moved on to the development of proper Documentation Procedures and Standard Operating Procedures (SOPs). This phase entailed creating comprehensive guidelines and protocols for each identified KRA and associated KPI. We detailed the steps, responsibilities, and best practices required to achieve optimal outcomes in each area. These documents were structured to provide clear instructions and serve as a reference point for all team members involved.

Simultaneously, we conducted thorough training sessions to ensure that every team member understood and could effectively implement these documented procedures. This involved hands-on workshops, one-on-one coaching, and regular knowledge-sharing sessions. We also encouraged open communication channels for any questions or clarifications that arose during the training process. Throughout the implementation, we maintained a strong focus on monitoring and evaluation. We tracked the performance of each KRA and its associated KPI through regular reporting and analysis. This data-driven approach allowed us to assess progress, identify areas for improvement, and make informed decisions to further refine operations.

In summary, step-by-step approach involved the strategic definition of KRAs and KPIs, followed by the development of robust Documentation Procedures and SOPs. Through comprehensive training and continuous monitoring, we ensured that every team member was equipped with the knowledge and resources needed to execute their responsibilities effectively. This structured framework significantly enhanced operational efficiency and contributed to their achievement of organizational objectives.


Sustained Change – Our Journey

Our journey towards sustained change began with a comprehensive approach that spanned business process mapping, RASIC model development, and the definition of KRAs, KPIs, and SOPs. To start, we meticulously documented existing processes, identifying key activities and bottlenecks. This formed the foundation for our business process map. Simultaneously, we undertook the task of developing the RASIC model, which helped us clarify roles and responsibilities, ensuring that everyone understood their part in the larger scheme of things.

With these foundational elements in place, we proceeded to define structured KRAs and KPIs, which were meticulously aligned with organizational objectives. This step brought a newfound level of clarity and focus to teams, as they had tangible, measurable goals to strive for. Simultaneously, we dedicated significant efforts to creating detailed SOPs, providing step-by-step guidelines for executing critical processes. These documents not only served as a reference point for teams but also established consistency in the operations.

In the end, our journey towards sustained change was characterized by a holistic approach that integrated process mapping, RASIC development, structured KRAs and KPIs, and SOPs. This comprehensive strategy not only improved the efficiency but also fostered a culture of continuous improvement and accountability, ultimately leading us toward overarching on business goals.


Key results

• Clarifies roles and eliminates for eliminating confusion.
• Prioritizes communication between stakeholders.
• Escalation procedure created
• Reduce duplication or missing tasks.
• Increase Productivity through well-defined accountability.