Saved by Mo Shafieeha
Org Structure Isn’t Everything in Org Design
Early on, you may re-org the entire company frequently. But once you hit 500 to 1,000 people, you should expect fewer company-level re-orgs and many more interfunctional re-orgs. For example, a change within the structure of the sales team, versus changes across all teams simultaneously. Some
Elad Gil • High Growth Handbook: Scaling Startups From 10 to 10,000 People
...we’ve been trained to think of organizations as homogenous and mechanistic, with a clear set of rules, a command-and-control structure, and the ability to leverage hierarchy to get things done quickly by issuing top-down directives to reallocate resources to meet objectives.
Aric Wood • The Organization as a Machine: An Outdated Concept - XPLANE | Organizational Change Management Consulting
In many large organizations, the challenge is often diagnosed as internal. That is, the organization’s competitive problems may be much lighter than the obstacles imposed by its own outdated routines, bureaucracy, pools of entrenched interests, lack of cooperation across units, and plain-old bad management. Thus, the guiding policy lies in the real
... See moreRichard Rumelt • Good Strategy/Bad Strategy: The difference and why it matters
There are a lot of approaches to organization design, but none are reliable and construct-valid. It ignores how personhood and work are intertwined. In addition, the organization isn't a self-aware social singularity, so employees are differentiated as futuristic cogs who 'energize' themselves autonomously. A strategy that can only focus on one sid... See more