How to bring in an org chart – multiple times over
Paul Arnold of AppDirect on creating an organisational structure that people can work within:
When you’re growing beyond 10 or 20 people, there’s a truth you’re probably reluctant to accept: You need organizational structure. New faces keep showing up wondering where they fit in. And people need to be empowered to lead. At AppDirect, we had to reinvent our approach several times before it worked.
Paul goes on to provide a very helpful and thorough overview of what they did at his company to put in an org chart (and then review it many times).
It’s worth pointing out (as you will know if you read this blog) that this is not the only approach to organisation. For example, companies like Valve and Github have an organisational structure based on open allocation. But to think that this means they have “no organisational structure” is as mistaken as declaring that “agile” means “no project management”.
Open allocation means the org chart can change, shift, reassemble, without a formal “re-org” like the ones that AppDirect went through multiple times. If anything, this requires more thought about structure than the regular way. After all, hierarchy is essential and inevitable, and open allocation (or holacracy, or other systems) don’t change that.
January 16, 2014
Hierarchy is EssentialBob Sutton writing on LinkedIn (a source I rarely quote): Organizations that are celebrated for their lack of hierarchy may downplay and reduce status differences, but they always…
January 21, 2014
Innovate UK Grant: Digital Innovation ContestInnovate UK have just announced their “Digital Innovation Contest” around the topic of “Cross-Sector exploration”. There are nine £25k grants to be one, each one…