Don’t Let A New Organizational Structure Become the Grist For Employee’s Cynicism Mill

Here’s an interesting question, “Of all the organizational structures out there (i.e. matrix, self-management, traditional hierarchy, etc) is there one you recommend that will best leverage a culture centered around professional values?”

I get this question occasionally. The short answer is ‘no’…’no’ I don’t advocate one organizational structure over another.

People get pretty enamored with organizational structure. Some see it as a silver bullet.  Some unknowingly (and sometimes unconsciously) view it as a substitute for good management.

Long story short: an organization with an unhealthy culture that adopts a new organizational structure will likely remain an unhealthy organization.  Structure is not a substitute for good management.

People make the difference, structure is merely a tool. There are many examples of organizations with admirable cultures that happen to have unique organizational structures. Yet, look deeper…what typically makes these organizations ‘tick’ is the way their people think. Their people think like professionals.

Note: let’s acknowledge that structure can indeed influence thinking. The difference between the winners and the losers is the depth of thinking (and commitment). Organizational structure should never be a substitute for things like organizational purpose, jointly-held values, engagement, etc.

I’ve seen organizations with the most convoluted organizational structures (one that seemingly wouldn’t work) that shine.  The reason it works is because of their people.     In other words, the professionals overcame the arcane structure.

Bottom line: professional values can add value to virtually any organizational structure.  The most important part is the professionals, not the structure.

What prompted this post was an article about Zappos eliminating their managers—adopting a vastly different organizational structure. I suspect it will help Zappos…as their culture is admirable, their management committed. Yet, too often a new organizational structure (which can, to a lessor degree, also include shifting the boxes on the org chart) ultimately becomes grist for employee’s cynicism mill. 

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