“Can I see the organizational chart, so I understand how the company works?”
How many times have you been asked a variation of this question by a potential new or current employee - or even asked it yourself?
Often, when we hear this question asked, it isn’t so much that people really want to see the organizational structure laid out in a linear fashion (although it is important to understand reporting relationships), but rather that people want to understand how the organization really works, how the people really work.
See, the on paper relationships are only one small dimension of creating organizational clarity on the path to effectiveness. One perspective is the paper relationships really only translate into things like: To whom do I report? And who will do my performance review?
What really matters is how do people actually work together to create a healthy, effective, and productive organization that is primed to GROW REGARDLESS?
When working to create your most effective organization, here are some great questions to consider:
• Where do I get help?
• How do we store and share knowledge?
• With respect to my role, who are subject matter experts?
• How do I engage the subject matter experts?
• How do people make decisions?
• How do people collaborate?
• How are issues raised?
• How are issues resolved?
• How do people in the organization learn?
• How does the organization prepare new hires to be successful in their new role?
• How is feedback provided - across the organization?
• What are the “off-limits” or “taboo” topics here?
• Where are the safe spaces, and are there any unsafe spaces here?
• What legacy policies, processes, or rituals need to be retired?
• How does the organization address behaviors that are not congruent with the company values?
• How do I address behaviors that are not congruent with the company values?
• Who will give me feedback, and how will that feedback come to me?
• How do I engage people in areas outside of my department, whether that is for help, to raise or resolve issues, or to provide positive feedback?
• Is there evidence that employees at all levels can raise concerns or productively dissent from current thinking - without fear?
These are just some of the things that people really want to know, and need to know, so they can successfully navigate an organization. As you can probably see, these are not linear questions, and they absolutely are not addressed with an organizational chart. Leaders can, and should, also think in this dimension when considering how they want their organization to actually operate.
Examining these dimensions of your business will illuminate areas that either foster or hinder a high performing organization.
SHAMELESS PLUG!!! If, upon reflection, you see that your organization may not be operating most effectively, stop missing opportunities to GROW REGARDLESS and contact me now: afreedman@entrequest.com
