The philosophy of form following function isn’t just applicable to the architectural field; organization structure that follows strategy is key to creating a productive, well-aligned organization.
A highly adaptable organization has a significant competitive advantage in today’s rapidly changing market. Learn two key principles of adaptive organization design.
Learn the 4 key questions to ask during the organization design team building process to help you get the right people in the room to best plan and facilitate the changes needed for your organization to win in the marketplace.
When implemented effectively organization design integrates people, systems, and processes by maintaining alignment with the overall strategy. But they key is remembering it’s less about nuts and bolts and more about hearts and minds.
To keep up with the rapidly evolving global markets, it is essential to make smart–but often hard–decisions and trade-offs about where to allocate resources.
Even with a great design, It’s the people in the organization who actually implement the organization design. These principals are critical to select a team that will achieve the right results for their organization.
Matrix organizations are intended to improve efficiency and productivity in the face of complexity. Running scenarios is invaluable in helping executive teams fine-tune the matrix.
A good decision rights matrix backed with sound processes, the right metrics and information, and an environment of trust will set your organization up to be more agile, resilient, and competitive.
Getting an answer to “what is the optimal way to do things” is indeed an important result of the organization design process. These 3 elements will help you produce results.
Considering these principles when making resource allocation decisions will help leaders reduce internal strife and come up with solutions that truly serve the best interests of the organization.