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.
Diversity is key to creative genius—but there is more to diversity than most realize. Look for diversity in these 5 areas to get the best results from your small team.
Leaders need to understand the implications of their strategy so they can continue to make good choices going forward that truly enable their strategy and help their organizations win.
When well-executed, with structures and processes in place to help mitigate the inherent risks, organizing around sequence can result in significant competitive advantage for some organizations.