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1 ©2013 Choctaw Nation of Oklahoma, all rights reserved.©2013 Choctaw Nation of Oklahoma, all rights reserved.
Achievement in Our Mission,
Strategy & Operational Plans
INTRODUCTION to
ORGANIZATION RESTRUCTURE

2 ©2013 Choctaw Nation of Oklahoma, all rights reserved.
contents
A Message from Chief Pyle.....................................................................................................................3
A Message from Tribal Council................................................................................................... 10
Organizational Restructure..................................................................................................................12
New Organizational Structure.......................................................................................................17

Over the last several years
the Choctaw Nation has seen
tremendous growth and success,
and because of this the time had
come to evaluate the organizational
structure.
A few months ago, I formed a
committee to review the current
structure and to determine if
changes were necessary in order to
support the 100 year vision.
A Message from Chief Pyle
The Time Had Come...

My COMMITTEE
My committee was made up of a diverse group of
individuals with different levels of experience and tenure
with the Nation.
At the end of the review process, I tasked the
committee with compiling the data and presenting
their recommendations to me for my ﬁnal review and
consideration.

The realignment is to ensure that Tribal Members have
easier access to services, creating improved organizational
effectiveness and efﬁciency, creating stronger lines of
communication throughout the organization, enabling greater
consistency in process and procedures.
This will contribute to greater efﬁciency and effectiveness and
supporting change in a culture that encourages
achievement in our mission, strategy and operational plans.
My ULTIMATE OBJECTIVE

The overall purpose behind the realignment was to ensure that
Tribal Members had easier access to Tribal Services, create an
improved:
Organizational effectiveness & efficiency
Enable greater consistency in process & procedures
Contributing to greater efficiency & effectiveness
Create stronger lines of communication across the organization
Support a change in culture that encourages achievement in
our mission, strategy & operational plans
The OVERALL PURPOSE

Thank you for your dedication and support,
Chief Gregory E. Pyle
While change can at times be a bit unsettling, supporting the
new structure will help build a stronger foundation for the
generations to come. This foundation will also ensure that
long-term sustainability is possible which in turn will help
achieve healthy, successful, productive and self-sufficient
lifestyles for a proud nation of Choctaws.W
While change can a
new structure will h
generations to com
long-term sustain
achieve healthy,
festyles for a p
SUSTAINABILITY
LONG-TERM
klaho

In order to help support the
100 year vision changing
the organizational structure
was necessary.
The Choctaw Nation has
seen tremendous growth
over the last several years,
and because of this growth
the time had come to
evaluate if we were meeting
the needs of the Tribal
Members in an effective and
efficient manner.
MESSAGE
CHANGE WAS
NECESSARY
TRIBAL
COUNCIL

EVALUATE CURRENT STRUCTURE
& DETERMINE ALTERNATIVES
COMMITTEE APPROACH
At the direction of the Chief, a committee was formed to
evaluate the current structure and to determine other
alternatives. The committee was made up of a diverse
group of individuals with different levels of experience
and tenure with the Nation.
The final objective of the committee was to compile
their findings and present the data to the Chief for his
review and final recommendation.

The OVERALL PURPOSE
Achievement in our Mission, Strategy & Operational Plans
The overall purpose behind the realignment was to ensure that
Tribal Members had Easier Access to Tribal Services:
Create an improved organizational effectiveness and efﬁciency
Enable greater consistency in process and procedures
Contributing to greater efﬁciency and effectiveness
Create stronger lines of communication across the organization
Support a change in culture that encourages achievement in our mission,
strategy and operational plans.

We Appreciate You
We appreciate you and your hard work
and dedication as an associate. We ask
for your patience and support as these
changes are carried out. Thank You.
Thomas Williston
Tony Messenger
Kenny Bryant
Delton Cox
Ron Perry
Joe Coley
Jack Austin
Perry Thompson
Ted Dosh
Anthony Dillard
Bob Pate
James Frazier

Focused primarily on the
Management Structure of the Tribe
Went from 20+ executive
departments to 4 Main Divisions:
Like Departments Were Grouped
based on:
ORGANIZATION RESTRUCTURE
What is Getting Restructured?
Administrative
Commercial
Member Services
Health Services
Administrative Commercial
A
C
A

What is Getting RESTRUCTURED?
OLD
NEW

NEED TO RESTRUCTURE?
WHY DID WE
Provide easier access to Tribal Services
Create stronger communication throughout the Tribal organization
Facilitate faster and higher quality decision-making
Create improved organizational effectiveness and efﬁciency
Enable greater consistency in process and procedures, contributing
to greater efﬁciency and effectiveness
Support an enhancement in our organizational culture that
encourages achievement in our mission, strategy & operational plans
on

WHO MADE THE
RESTRUCTURING
DECISIONS & HOW?
Chief started the organizational restructure initiative
Chief selected a committee to make recommendations:
Executives were invited to give feedback on 4 occasions
during the process
Charlene Grunstad
(Community Services)
Janie Dillard
(Gaming)
Jake Dolezal
(Tribal Research)
Paula Penz
(Gaming Commission)
Shannon McDaniel
(Tribal Management)
Susan Stockton
(Human Resources)
Teresa Jackson
(Health)
J
J
C
C
E
d

WHO MADE THE
RESTRUCTURING
DECISIONS & HOW?
Joint committee decisions:
Project was treated as important and
complex
There was no one expert–committee
together had the needed expertise
Committee acquired the relevant
information needed
The team worked well together and was
aligned with the overall objectives
Decisions were made through consensus
People for positions were not discussed,
only departments and functions
There were no personal agendas
P
T
C
Chief Made the Ultimate Decision to Restructure

CHANGES TAKE EFFECT?
WHEN WILL THE

HOW WERE THE
NEW SENIOR
EXECUTIVES SELECTED?
Criteria based on the size and scope of the newly aligned division:
Criteria based on industry best practices
Criteria focused on high aptitude for leadership
Responsible for more than 500 associates
Responsible for more than $100 million in budgets
R
R
Chief Made the Ultimate Decision of
Who Filled These Positions

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Choctaw Nation Introduction to Organization Restructure

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