Frustration and disappointment
- A well designed strategy cannot compensate for poor execution.
- Process and structure are not the same thing.
- Cost cutting and efficient use of resources are not the same thing.
- New technology changes boundaries and working relationships.
Changing organization structure is often seen as, at best, a theoretical exercise and at worst, a wasteful power struggle. Many organizations will invest significant resources in strategic planning, reengineering processes, training managers and staff and implementing new technologies without changing the framework in which all of this is supposed to happen. The results are most often disappointing.
Why redesign your organization?
The emphasis on flexibility and the rapid adaptation to changing markets, increased competition and heightened accountability requirements force businesses to change the way they are organized. Public sector organizations face similar pressure for better service and responsiveness, reduced costs and greater accountability. Responding to these pressures is often impossible in outmoded functional and bureaucratic organizations.
What is organization structure?
The structure of the organization is the framework for fulfillment of its purpose. Office buildings are different from factories because they have different purposes. They are made of different materials and their internal spaces are configured differently in response to unique objectives. As such, organization structure:
- Provides a framework for the execution of business strategy.
- Provides a framework for the allocation of resources.
- Defines sub-units and their interrelationships.
- Defines authority and accountability.
How does structure relate to teamwork?
Over the last two decades many organizations have turned to teamwork as a way to improve efficiency and productivity. Matrix organizations, quality circles, self-directed teams and a host of other approaches have attempted to redefine working relationships within the organization. Like so many of our other change efforts, these have often met with disappointing results. Often this is because these approaches to management have been attempted in the context of an organizational structure that limits collaboration and resource sharing across organizational boundaries. Managers often see teamwork in terms of interpersonal relationships (getting along) but fail to see how those relationships are affected by organizational boundaries. Teams are, in fact, a way of structuring the organization.
How I can help
As with all my work, I will collaborate with your organization to define a structure that meets your unique needs. My job is to define and manage the design process. My emphasis is on creating opportunities for the broadest practical level of participation and the well managed use of time.
I can help you and your organization:
- Align your organization to the requirements of your business strategy.
- Align resources to critical outcomes, markets and objectives.
- Align people, tasks and functions to assure process efficiency and effectiveness.
- Align people, tasks and functions to gain full advantage of new technologies.
- Implement team-based structures to improve communication, collaboration and flexibility.
To learn more about organization design and how I can help, please contact me. |
