Organizations evolve over time. Leaders regularly make organization design decisions tailored to a specific person or a unique business need at that particular moment. Perhaps they are giving a high performing resource an opportunity to grow and learn a new part of the business, so they move another function under their purview. Perhaps a manager … More A Primer on Spans and Layers
The European Organisation Design Forum, or the EODF, is a community of leaders in the world of organization design. According to the EODF website, its mission is to, “build and advance the community, practice, and strategic role of Organisation Design. We’re driven to fulfil our purpose of creating a connected community, exploring inspirational perspectives to release organisational potential.” One of … More The EODF Summer Book Edition: Find My Book There
Today is the day. My book is officially being released. To recap, I’m going to cover several different topics surrounding the following context: A typical work environment is fraught with unclear scope of authority, misleading goals, agreement without cooperation, ineffective motivators, unclear decision rights, wrong information, and misleading structure. The Six Common Challenges When we … More Release Day Is Here! Get To Know the Peopletecture Model
Over the past three weeks I have shared a series of posts about my new book: Strategies for Organization Design: Using the Peopletecture Model to Improve Collaboration and Performance. In the book, I describe the three longstanding challenges that plague organization design: 1. Design decisions are not linked to human behavior. 2. Design solutions are … More The Third Challenge: The Overlooked Power of Horizontal Networks
Over the past three weeks I have shared a series of posts about my new book, Strategies for Organization Design: Using the Peopletecture Model to Improve Collaboration and Performance. In the book I describe the three enduring challenges that plague organization design: 1. Design decisions are not linked to human behavior. 2. Design solutions are … More The Second Challenge: Over-Focus On the Individual
After more than 20 years of organization strategies consulting, I believe the same three challenges plague traditional organization design: 1. Design decisions are not linked to human behavior. 2. Design solutions are focused primarily on the individual. 3. Design ignores the power of horizontal networks. The first fundamental gap in the existing models is that … More The First Set of Traditional Organizational Design Challenges
Today’s organizations are unable to deal with rapid change and fail to innovate consistently at scale. Worse, individuals are not engaged in their work, nor with the organizations to which they belong. We know we must dismantle current organization designs and restructure for today’s environment. To date, organization design solutions have been incomplete for three … More March 1: The Release of Strategies for Organization Design