As we wrap up our series organizations that work, we want to extend a heartfelt thank you to everyone who followed along and shared their thoughts. This series has been a journey of exploration and discovery, and we’ve loved diving into topics that matter to you.
Thank you for joining us on this journey and learning how effective organization design is within reach for you, learning how to create and support the organization you need, and learning why exceptional design is not just lines and boxes on a page.
Your engagement and feedback have been invaluable, helping us create content that informs, inspires, and sparks meaningful conversations.
While this series concludes, the ideas and insights shared will continue to inspire us as we plan for the year ahead.
We hope that we have provided insight into helping you become one of the Organizations that work.
We invite you to revisit the most popular blogs from this series, which resonated with so many of you. Explore the highlights and let us know your favorite!
Innovation and Value Creation
“Innovation, critical to organizational growth and future success, is not solely the task of developing products or services and bringing them to market. Innovation takes on different forms and needs to be sustainable and scalable to support growth. Accountability for the different forms of innovation can be designed into and spread logically throughout the organization in a way that reflects the nature and complexity of work. Innovation can be differentiated at various levels, from least to most complex.”… Read more on Innovation and Value Creation
Cross Boundary Collaboration
“Sometimes however these employees are not direct reports of those they affect or are affected by—they might best be described as colleagues or peers. They work in the same organization, and their work requires integration, but they do not share the same manager or direct line of authority. These relationships are referred to as cross-boundary relationships.”… Read more on Cross Boundary Collaboration
The Manager Once Removed (MoR)
“Today we will expand on this statement by discussing how Manager once removed roles can strengthen trust, maintain, and strengthen the efficacy of the organization structure and management system and add value throughout a business. The simplest way to describe the MoR is a people manager of people managers. The MoR role can be nested anywhere in the organizational hierarchy starting two levels above front-line employees and higher in the organization.”… Read more on the Manager Once Removed
Team Success
“A key point to remember is that in an employment system (business, government etc.) someone is accountable for the output of every individual and every team from intact collateral teams to self-forming agile teams, even if the organization believes their teams are self-managed. We emphasize this point because we often hear from managers who have fully delegated accountability and authority to their teams to allow this self-management.”… Read more on Team Success
We’re excited for what’s to come and look forward to bringing you even more valuable content in the new year. If there are topics you’d love to see us cover, don’t hesitate to let us know!
This blog is the conclusion of our series Organizations that Work. To see all of the blogs in the series that have been posted so far, click here.
Our approach draws on several bodies of work including Stratified Systems Theory, the work of Dr. Elliott Jaques. For more on Dr. Jaques and his work visit the Requisite Organization International Institute at ROII Requisite – ROII Requisite.