Leading Organization Design E-Book

Gregory Kesler

• Herausgeber: John Wiley & Sons
• Kategorie: Fachliteratur
• Sprache: Englisch
• Veröffentlichungsjahr: 2010

Seitenzahl: 359

Beschreibung

Praise for Leading Organization Design "Sheds light on the challenges of organization design in a complex enterprise and more importantly provides an insightful and practical roadmap for business decisions." --Randy MacDonald, SVP, human resources, IBM "Designing organizations for performance can be a daunting task. Kesler and Kates have done an admirable job distilling the inherent complexity of the design process into manageable parts that can yield tangible results. Leading Organization Design provides an essential hands-on roadmap for any business leader who wants to master this topic." --Robert Simons, Charles M. Williams Professor of Business Administration, Harvard Business School "Kesler and Kates have encapsulated their wealth of knowledge and practical experience into an updated model on organizational design that will become a new primer on the subject." --Neville Isdell, retired chairman and CEO, The Coca-Cola Company "In today's world of global business, organizational design is a critical piece of long-term success. Kesler and Kates have captured multiple approaches to optimize global opportunities, while highlighting some of the keys to managing through organizational transition. A great read for today's global business leaders." --Charles Denson, president, Nike Brand "Leading Organization Design has some unique features that make it valuable. It is one of the few and certainly only recent books to take us through an explicit process to design modern organizations. This is accomplished with the five-milestone process. The process is not a simple cookbook. Indeed, the authors have achieved a balance between process and content. In so doing, Kesler and Kates show us what to do as well as how to do it." --Jay Galbraith, from the Foreword

Leseprobe

Contents

Foreword

Introduction

Chapter 1: The Five Milestones

Milestone One: Business Case and Discovery

Milestone Two: Strategic Grouping

Milestone Three: Integration

Milestone Four: Talent and Leadership

Milestone Five: Transition

Chapter One Summary: The Five Milestones

Milestone One: Business Case and Discovery

Chapter 2: Clarify the Strategic Priorities

Business Problems and Opportunities

The Strategy Canvas—Calling Out the Strategic Priorities

Chapter 3: Define the Case for Change

Why an Assessment

Who Should Be Included

Analyzing the Data—the Six Design Drivers

Applying the Drivers in Assessment

Chapter 4: Set the Design Criteria

Agility

External Benchmarking

How to Set Capabilities as Design Criteria

Milestone One Summary: Business Case and Discovery

Milestone Two: Strategic Grouping

Chapter 5: Use the Six Design Drivers

The Building Blocks

The Six Design Drivers

Chapter 6: Choose the Best Grouping Option

Organizational Archetypes

New Approaches to Geographic Organization

When Options Appear Equally Valid

Chapter 7: Embrace the Matrix

Making Strategic Grouping Choices in a Matrix

Case Example: Using Strategic Grouping to Build Multiple Capabilities

Milestone Two Summary: Strategic Grouping

Milestone Three: Integration

Chapter 8: Design for Operating Governance

Operating Models

Governance Levers

Chapter 9: Allocate Power in the Matrix: A Case Study in Governance

The Beliefs Lever at ABI

Interactive Networks at ABI

Boundaries at ABI

Diagnostic Measures at ABI

Chapter 10: Redesign Functions to Be Integrators

The “Problem with Corporate”

The Value Delivery Framework for the Corporate Center

Center-Led Versus Centralized

Milestone Three Summary: Integration

Milestone Four: Talent and Leadership

Chapter 11: Design the Leadership Organization

Define the Top-Level Reporting Structure

Design the Roles of Leaders

Design the Work of the Executive Team

Chapter 12: Make the Right Talent Choices

Staff the Talent Pivot Points

Repurpose Resources

Design the Organization to Grow Leaders

Case Study—Talent and Organization

Milestone Four Summary: Talent and Leadership

Milestone Five: Transition

Chapter 13: Set the Implementation Plan

Defining a Destination

Staging and Pacing the Major Tasks

Chapter 14: Navigate the Transition

Leading Transition—the Work

Tipping Points

Milestone Five Summary: Transition

Conclusion: Organization Design in Action

Chapter 15: Roles, Involvement, and the Project Timeline

Key Roles

Involving the Right People in the Process

Project Timeline

Building Organization Design Capability

Chapter 16: The Design Charette

Definition of a Charette

Who should Participate in the Charette?

Decision Process

Charette Plan

Transition Leadership

Measuring Success

Chapter 17: Learning to Lead Organization Design

The Intersection of Talent and Organization

Building General Managers’ Organization Know-How

References

About the Authors

Index

Leading Organization Design

Copyright © 2011 by Gregory Kesler and Amy Kates. All rights reserved.

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Library of Congress Cataloging-in-Publication Data

Kesler, Gregory.

Leading organization design: how to make organization design decisions to drive the results you want / Gregory Kesler, Amy Kates.—1st ed.

p. cm.

Includes bibliographical references and index.

ISBN 978-0-470-58959-5 (cloth); ISBN 978-0-470-91283-6 (ebk); ISBN 978-0-470-91284-3 (ebk); ISBN 978-0-470-91285-0 (ebk)

1. Organizational change. 2. Leadership. I. Kates, Amy. II. Title.

HD58.8.K467 2010

658.4'06—dc22

2010034868

Foreword

It was not long ago when “doing what comes naturally” was sufficient for designing organizations. Leaders were advised to simply hire the best people. Everyone knew that good people could make any organization work. Whether these views were valid or not, they are not going to work today. We are now in a different era.

The overly simple views of organizing have gone away along with the mass market. That mass market was served by mass production and reached through mass media. Companies sold stand-alone products—and each one was based on its unique analogue standard. When faced with complexity, these companies divided themselves into multiple divisions, each of which was a separate profit-and-loss center. They created corporate centers that allocated investment funds to divisions based on various portfolio models. Those models further classified the profitability and growth potential of the divisions into dogs, cows, or stars. The international business climate was characterized by deregulation and privatization. The best performers under this set of rules were companies like Hewlett-Packard (H-P) and 3M. Their organization design approach was based on the biological process of cell division. That is, when a business unit got to be too large, it was divided into two smaller divisions. And those two later became four, and so on. Each division was a fully functional and autonomous business. This model no longer works for H-P or 3M—or most other companies. H-P and 3M have gone outside for their last two CEOs as they attempt to transition to new models of organization.

This book, Leading Organization Design by Greg Kesler and Amy Kates, contains exactly the kind of advice that leaders need to navigate in today’s business environment. Organization design requires the more thorough and more thoughtful approach that the authors demonstrate for us. Instead of serving a mass market with mass production, companies now face a fragmenting and segmented market that is served by mass customization. Instead of familiar Western markets, today’s growth is in emerging markets with different cultures, active host governments, and state-owned enterprises acting as competitors, customers, and partners. Instead of stand-alone products and services, companies are being asked to integrate products, software, and services into solutions based on digital standards. Today everything can talk with everything else. Parts of companies that used to work separately now must work together.

So today leaders need to do what is required and not what comes naturally. The lessons that leaders learned—like “keep it simple” and “all you need is good people”—will not work anymore. What is required is the kind of explicit design process that Kesler and Kates present in this book. While growing up in the business, most leaders did not learn how to design and execute three- or four-dimensional matrix organizations. But by following the five-milestone process in the book, leaders can learn to design today’s more complex and necessary organizations.

The book has some unique features that make it valuable. It is one of the few and certainly only recent books to take us through an explicit process to design modern organizations. This is accomplished with the five-milestone process. The process is not a simple cookbook. Indeed, the authors have achieved a balance between process and content. They introduce the content at appropriate places in the design process. In so doing, the authors show us what to do as well as how to do it.

The other unique feature is the marriage of organization design with organizational change. Many of us believe that change begins with design. By following the Kates-Kesler process, companies can involve many key players in the design-change process. This is a good way for everyone to get his or her fingerprints on the design.

I recommend this book to all of the men and women who are charged with the stewardship of our institutions. The successful execution of leadership roles today requires an ability to design and change the organization. There is no more important and challenging task. Leading Organization Design should be one of the guidebooks for today’s leaders.

Jay Galbraith

October 2010

La Conversion, Switzerland

Introduction

Why Organization Design

A business leader can directly impact three levers of performance:

1. The strategy—where and how the firm competes, and where it chooses not to compete

2. The talent of the top team—the executive team that will build and direct the activities of the organization day-to-day

3. The shape of the organization—how power and resources are allocated to influence the decisions that are made and the work that is executed

Strategic decisions are first and fundamental. No amount of talent or organizational execution will overcome poor investment decisions. Talent and organization, however, equal strategy in importance. Strategy without a clear path to execution wastes the creative energy of the company’s employees (Bossidy, Charan, and Burck, 2002).

The talent lever for strategy execution has garnered much research, writing, and attention over the past ten years. Although organization design and development have also grown as disciplines, there is often little connection made between talent and organization either in the academic or corporate arenas. We have long believed that in order to reap the benefits of investments in talent, a company needs to create the organizational conditions in which all employees—from the front line to the CEO—can do their best work. In 2009, the Corporate Leadership Council launched a major research initiative to identify why so many leaders feel frustrated and unsuccessful despite the attention to selection and development of leadership in most companies. Its conclusion: “Leadership does not exist in isolation. Organizations must consider the organizational structure and macro and micro market situations in which leaders work. Strong leadership performance occurs when the right individuals and organization are available to address a given market situation” (2010, p. 11).

Good organization design enables effective business decisions to be made with a high degree of consistency. At the most basic level, aligned decision making (against a given strategy) is the test of an effective structure. It’s logical to believe, then, that great talent is helped or hindered by the organization in which it is asked to work. Even though people will often find a way to work around barriers, who would choose that course?

Organization Design Is a Leadership Competency

One of the most difficult challenges for new general managers who have been promoted after leading great teams in marketing, sales, or operations is to make their leadership impact scalable across an entire organization. Today’s general managers understand the importance of organizational capabilities to compete, but many are less clear about how to create them. This book is about organizational leadership—aligning the components of the organization to execute strategy and removing barriers so that members of the organization can make the right decisions and do their best work. As strategies and organizations become more complex, it is not enough to be able to inspire individuals and lead teams. A working knowledge of organization design has become an essential personal competency for any successful leader today.

Among the many forces that increase organizational complexity are

Changing business models and the need to manage a portfolio of varied business modelsInnovation in process as well as productGlobal expansion and the reality of competing with ever more sophisticated local playersEfficiency pressures to increase volume, reach, and capability without adding overhead expense

Organizations will be as complex as the strategies and challenges they are designed to manage. But complexity, in itself, is not a bad thing. The ability to manage a complex organization that is capable of executing a complex strategy actually provides competitive advantage over firms whose management can only do one thing well. Today’s IBM is able to keep many balls in the air at once through a complex web of structure, business process, and human relationships. It is a very difficult design to copy.

Heywood, Spungin, and Turnbull (2007) argue that it is important to differentiate complexity that is experienced by individuals inside the organization from the complexity inherent in the numbers of operating units, functions, and geographic units—the nodes in the network—that must be managed. Leaders sometimes make the mistake of trying to reduce the internal “experience of complexity” by reducing the product offering or by consolidating decision making. Although this may make the organization easier to manage, it can destroy value. Although the leader’s goal should be to avoid unnecessary complexity, he or she must also avoid overly simplistic designs that don’t reflect the level of complexity in the strategy. The leader should deliberately design the integration mechanisms and build the management team’s ability to collaborate where needed. In this way, the organization can have as many nodes and dimensions as needed, while minimizing the experience of complexity for employees and customers.

When the multiple lines of reporting relationships in a company (such as markets, brands, customers, and geography, to name a few examples) are not designed purposefully, are out of alignment, or set up power imbalances, then the organization does create barriers to leadership impact and effectiveness. Establishing purposeful alignment is core work for today’s leaders.

Why Another Book on Organization Design?

This book is written for the business leader who wants to make better organization design decisions in order to execute complex strategies more effectively and to create the conditions for talent to succeed. It is also for human resource and organization development professionals who advise leaders on these decisions and who help guide the implementation process.

The most frequent request we get from business leaders goes something like this: “I know we need to change, and I have a fairly good idea about what I’d like to do. Give me a process that ensures I’m making the best decisions about the organization and that involves the right people. I want to be sure we’re challenging ourselves to think creatively, but at the end of the day, I want the team to come together on a change that we can support and implement.”

From internal HR and OD staff, we hear questions like this: “I’m often brought in late on decisions, or my client doesn’t believe that using a process and involving anyone beyond the current executive team are even worthwhile. How can I add value earlier in the decision-making process and give my business leaders confidence in my ability to manage this work?”

With this book, our goal has been to create a thought guide for a leader and an executive team to use when making organization design decisions. Our framework for the book is what we call the five milestone process of organization design.

Chapter One highlights the components of each milestone.Chapters Two through Fourteen present the models, concepts, and tools that we have found most useful at each phase. The chapters are grouped by milestone and are presented in a logical flow that generally mirrors how the topics arise in the design decision process. Each is also written, however, to serve as a stand-alone reference that can be turned to as design dilemmas arise.Chapters Fifteen and Sixteen look at organization design through a project management lens. We share a detailed guide to roles, involvement, and planning and executing design sessions, which ensures that the right people are involved in the decision-making process and that management time and other resources are managed efficiently. Chapter Seventeen specifically addresses leaders and makes the case for organization design as an essential personal leadership competency.

With this book, we are not attempting to be comprehensive. We make the assumption that you are familiar with the foundational concepts of organization design and come with some experience leading or working in organizations as they have gone through change. We imagine you, our reader, as a smart and successful businessperson or consultant looking for a clear and practical guide that will help you turn your accumulated experience into applied wisdom. Our intention is that this book will provide you with new thinking to add to your toolkit, as well as a coherent way to organize your existing knowledge about the field. In addition, we will share insights into how to make the organization design process straightforward and accessible so that it can become an embedded and replicable management capability.

Our Point of View on Organization Design

When we approach an organization design project, our thinking is guided by a number of beliefs that speak to both the content and the process of organization design work:

1. Good design always starts with a clear picture of the problem you want to solve. Structural change is often overly relied on or is misguided because the business problem is not well defined.

2. Organization structure is a powerful but blunt instrument for change. Changes in processes, people, rewards, and measures are nearly always critical complements to realignments in structure.

3. Organization design is both an art and a science. The best designs include smart, practical judgments rooted in a business case, supported by facts, and often developed through a series of hypotheses to be tested.

4. It is impossible to change culture directly. Culture is the result of decisions made regarding structure, processes, metrics, and talent. People are, for the most part, rational. When the environment changes, they will change their behavior.

5. A primary purpose of an organization is to make decisions. Decisions are influenced by power. Understanding power dynamics and how to shape them is essential to organization design.

6. Organizations should be designed with the expectation that great leaders will run them. Talent and organization work together to make a whole. Organization design work is not complete until the new structure has been staffed with the right leaders.

7. Organization design is an opportunity to grow leaders. Usually it is best not to organize around personalities, but often it does make sense to define roles that will stretch and grow great talent.

8. Organization change, like most systemic change, has more impact when leaders engage the right cross section of players in the design and the implementation process.

9. Having said that, design is a leadership responsibility—not a consensus activity. Design decision making should not be delegated.

The book shares our combined forty years of study, work, and learning about the field. It reflects the many sources of knowledge that we have integrated into our work and, of course, the clients we have had the privilege to assist. Four of the thought leaders who have influenced us and shaped our beliefs and approach should be mentioned specifically. Jay Galbraith is one of the founders of the field of organization design. The Star Model (Galbraith, 1995) serves as the foundation of all our work. Walt Mahler’s seminal thinking on leadership development and organization design informs our approach to talent and how to design organizations to develop leaders (Mahler, 1975; Mahler and Drotter, 1986). Bob Simons’s levers-of-control model has inspired our thinking on the governance of complex organizations (Simons, 1995, 2005). We thank our friend and colleague Michael Shuster for suggesting the adaptation of the Simons model for this use. Finally, Dick Axelrod has taught us how to enrich the design process with multiple perspectives by engaging whole systems and large groups (Axelrod, 2002). We humbly share in this book what we have learned as we have built on the work of our mentors.

CHAPTER 1

The Five Milestones

Organization design work needs a road map. Although the process is not strictly linear, we have found it useful to think about five steps that we call the five milestone process of organization design. Each design project will have its own unique path, with iterations and digressions from the flow that we present. There is no foolproof recipe that one can follow step-by-step to design the three-dimensional and invisible construct that is an organization. Organization design is both an art and a science.

That said, having worked across a range of industries, countries, and cultures, and for companies, government entities, and nonprofits of all sizes, we know that organizations can learn from each other and can use the same powerful frameworks to develop their own tailored solutions. We have refined a process that works in a variety of settings for units ranging from a few hundred to forty thousand employees and more. The process is quite scalable to be effective at the enterprise level or within business units and major functions.

We use the word “milestones” deliberately to focus on outcomes rather than on activities. Milestones have been used since the Roman Empire as reference points along a road. They reassure travelers that the proper path is being followed and indicate either distance traveled or the remaining distance to a destination. In organization design, there are markers to indicate when one has finished a phase of decision making and is ready to move on to the next.

Figure 1.1 illustrates the five milestones model. The capabilities required by the strategy inform decisions regarding priorities and trade-offs at each milestone. Equally important is the operating model of the business—how closely related the parts of the organization are. The operating model affects the decisions made at each step by specifying how and to what degree the components need to be linked and integrated.

FIGURE 1.1The Five Milestone Design Process

Milestone One: Business Case and Discovery

Milestone: You are clear on the problem to solve

The first step to effective organization design is to build a business case for change. The business case is made up of the key elements of the strategy, an analysis of the current state of organization, and a clearly defined set of design criteria.

Sound organization design decisions depend on a clear strategy, as organization design is a first step in turning strategic thought into action. Anyone involved in the design process must understand the strategy and its implications, and agree that achievement of the strategy will lead to superior results for that company. If the strategy is vague, full of conflicting objectives, or so broad that it does not set out clear choices, it will not lead to a workable organization. If the strategy has not been explained and understood fully, stakeholders coming into the design process will bring different assumptions that will lead to conflict rather than creativity. Finally, if those who must execute the strategy don’t believe it will lead to a better future, then there will be little commitment to undertaking the hard work of organization change.

Once the highlights of the strategy are called out clearly, it is time to assess the current state and spell out the problem to be solved. The task is to assess the ability of the current structure to deliver the key elements of the strategy. This often means identifying gaps, but the organization problem is not always a gap. We work with many successful companies where the leadership of the organization defines a future change in the environment created by new technology, geographic expansion, or competitor moves, and initiates a proactive shift in strategy while the current business remains strong. The current structure is now misaligned to execute its new task. The “problem” in this case is to build new capabilities and create the organizational conditions that allow employees to do new work in new ways—likely with new behaviors.

Milestone One: Business Case and Discovery, contains three chapters to help you meet this first milestone.

Clarify the Strategic Priorities

There are many ways to think about strategy. For our purposes, we need a tool that will allow us to test if the strategy is clear, understood, and agreed on, and to begin eliciting the organizational implications that will guide design decisions. The strategy canvas tool is a particularly useful way to educate a group about the organization’s strategy and ensure that there is alignment on the major elements. We like it because the concept is quickly understood by a group, is easy to work with, and focuses on building future capabilities that differentiate an organization. The tool was developed by W. Chan Kim and Renee Mauborgne (2005) as part of their work on what they term blue ocean strategy, and we will show how to use this framework in organization design.

Define the Case for Change

Once we are clear on the strategy, we need to determine what changes in organization will create new capabilities. To build a compelling case for change, it is critical to complete a current-state assessment that includes financial data, customer feedback, and analysis of the issues and opportunities, gathered through interviews and focus groups with leaders and employees in the organization. The six design drivers—management attention, leveraged resources and cost, coordination and integration, specialization, control and accountability, and learning and motivation—serve as a construct for analyzing the strengths and weaknesses of the current state against the business plan. The drivers also help identify options for change. They make it easier to call out the inherent trade-offs and tensions that exist in any organization design.

Set the Design Criteria

To gain the most benefit from a change in organization, it is best to go beyond fixing today’s problems and to think about capabilities needed twelve to thirty-six months into the future that will differentiate the business from its competitors. The capabilities become the design criteria against which we test all options. This practical and positive focus on creating strength is motivating and engaging for the design team and employees, and encourages expansive thinking that often results in more creative ideas than a problem-fixing approach allows.

Getting the design criteria right helps deliver better outcomes through all five milestones of the process. At every step, the design criteria inform decisions. They determine what basic units of organization will be most effective and what business processes, cross-functional teams, and forms of power allocation and governance will be required to bring the structure to life. The design criteria also inform role definition, staffing criteria, and the work of the new leadership team. Finally, during the transition step, the criteria are the way we measure progress. Are we establishing an organization that delivers the capabilities the business requires?

Milestone Two: Strategic Grouping

Milestone: You have a basic structure choice that supports the strategy

Once the business case is spelled out, the next set of decisions in the design process defines the basic structure of the organization. Put another way, what basic grouping of work do we believe will best create the capabilities necessary to deliver the strategy? These decisions determine, in effect, the major blocks of work that will be managed by the top leaders in the new organization. Understanding the options for strategic grouping and the trade-offs among alternatives is essential to making good organization design decisions. Getting the strategic grouping aligned with the strategy makes the rest of the design task much easier.

Milestone Two: Strategic Grouping, contains three chapters to help you meet the second milestone.

Use the Six Design Drivers

This chapter outlines the classic options for organizing on the basis of functions, geography, product, and customers. Selecting and blending the approaches to grouping create capability. The six design drivers serve as a practical way to assess the risks and benefits of alternative structures. The drivers are management attention, leveraged resources and cost, coordination and integration, specialization, control and accountability, and learning and motivation. Capabilities are often slippery constructs to convert into tangible actions for development. The six design drivers provide a logic bridge between a desired capability and the organization arrangements that support it.

Choose the Best Grouping Option

Design is an iterative process and requires developing and testing hypotheses. Often choices appear equally valid—each with a set of advantages and drawbacks. A number of tests that draw on information developed in the Business Case and Discovery phase can be used to select from among the options. These considerations include the degree of change and disruption, primacy (what needs to change first), the management team’s capacity to manage complexity, what changes will have the biggest positive impact, what will be most visible to customers or employees, and the fit with the existing culture.

Embrace the Matrix

The matrix structure blends two or more of the classic design options into a single structure in order to gain the multiple benefits they offer. The matrix is unavoidable in most large multinationals today. It is often a necessary form of complexity, suited to executing complex objectives. Understanding the three basic forms of matrix can help when selecting one and anticipating the consequences. The first, at the simpler end of the spectrum and most common, has functions integrating across business units. The second type brings together front-end geographic or customer units (or both) together with back-end product or function units (or both). The third, and often the most complex for executive teams to manage, seeks to gain the benefits of global product lines or customer accounts together with the local responsiveness of geographic units.

Milestone Three: Integration

Milestone: You have tied the pieces together and defined power relationships

Grouping work into structural blocks creates boundaries that must be breached to deliver a “whole result”—for customers, partners, and shareholders. If leaders are to make smart business decisions, they must define the power relationships among the pieces. Collaboration and coordination are expensive in terms of management time and attention. Thoughtful choices with clear, cross-boundary decision rights are essential.

The operating model for the enterprise informs each of the five milestones, but particularly integration. The operating model answers these questions:

How much authority will be delegated to operating units rather than managed from the center?How independent should operating units be from each other? How much integration and coordination are needed among them in order to deliver the necessary capabilities?What role will support functions play in the business, and with how much power and influence?

As organizations become larger and multidimensional, decision making typically becomes more complex and slower. When accountability is shared, the organization can also become risk-averse and may suboptimize decisions for the sake of expedience. The goal of integration design is to allow managers and leaders to make better decisions without sacrificing speed.

Milestone Three: Integration, contains three chapters to help you design the most important points of linkage across boundaries.

Design for Operating Governance

The holding company and the single-product company sit on two ends of the operating model continuum. The continuum characterizes the extent of integration needed among the units of a given company. Most large, multinational, multiproduct companies do not function at either extreme, but rather operate somewhere in between with portfolios of related businesses that have varied degrees of interdependence, shared infrastructure, and autonomy.

Although tension among these units is natural, many executive teams are not a robust enough forum to resolve the competing claims that surface in a multidimensional organization. We have built on Robert Simons’s levers-of-control model (1995) to implement new tools for governing the matrix, including using shared beliefs, interactive networks, boundaries, and diagnostic measures to balance power relationships in a matrix.

Allocate Power in the Matrix: A Case Study in Governance

This chapter presents a case study to illustrate how one company successfully used a variety of governance mechanisms to balance and shift power across the various dimensions of the matrix.

Redesign Functions to Be Integrators

When the business is organized by some combination of product line, customer or market, and geography, the functions become a form of integrating mechanism at the corporate level and across the operating units. The classic staff functions—finance, IT, and HR—as well as business functions, such as marketing and supply chain, become the “glue” that links and leverages the organization. When well designed, these functions deliver the expertise and scale advantage that the large firm has over its smaller competitors.

Too many companies continue to struggle with unproductive conflict over power and role clarity between the operating units and the support functions. Without an integrating framework for designing these units, conflict arises over issues of centralization and decentralization. An effective framework aligns the design of the support functions with the corporate operating model to ensure that functions bring the right mix of oversight, linkage, thought leadership, and shared service support to the business.

Milestone Four: Talent and Leadership

Milestone: You have designed and staffed the critical roles and defined the work of the executive team

Organization and talent are the complementary engines of strategy execution. A poorly designed organization undermines the efforts of hard-working people, who waste their effort on overcoming internal barriers rather than creating new products or serving customers. Conversely, an elegant organization won’t substitute for poor leadership and missing competence.

Milestone Four: Talent and Leadership contains two chapters to help you meet this milestone.

Design the Leadership Organization

Determining the number of positions and who will report to the leader in the new structure should be based on criteria that answer such questions as

Where does the executive want and need to spend time, internally and externally? In what work can he or she add the most value?What is the extent and nature of dual reporting relationships that some team members may have to executives outside the unit?Where do jobs need to be positioned (vertically) in order to have necessary influence in the organization?Is the executive more comfortable with wide as opposed to narrow spans of control?What messages will be sent by placing given roles at the top versus lower in the structure?

Until the work of leaders in the new organization is defined, organization design is incomplete and unlikely to result in substantive change, especially when incumbents remain in the key positions. Executive roles should be spelled out in relationship to the business strategy and objectives that are driving the organization change. Leadership roles are also heavily influenced by the number of layers and the span of control that are embedded in the structure. Excess layers of hierarchy tend to result in narrower jobs with less freedom to act. As layers are removed, jobs should be widened with greater span of authority, with an eye to engaging high-potential leaders more fully.

Finally, not all leadership groups need to be teams, but nearly all need to interact effectively on some basis. The operating governance model of the business determines how closely the executives need to work together across the business units. When all the members have the same expectations about how often the group will come together and for what purpose, they will be more productive.

Make the Right Talent Choices

Organization redesign opens a window of opportunity to bring more or different talent into the business. Building substantially new capabilities often entails making changes in talent. Leaders must act with wisdom as well as courage. We encourage a mind-set that ensures that the right people are in the right seats when the redesign is complete.

Capabilities and the design criteria, established by the first milestone, should inform staffing needs. Talent “pivot points” are those few and targeted skill sets that will have a disproportionate impact on results and achieving the business strategy. Like investments in new growth platforms, investments in new skills should not be allocated equally because not all skill sets have an equal impact on the capabilities you must create.

We counsel clients to avoid “designing around people” in the sense that design decisions should not be made to accommodate skill gaps in the existing organization. We do, however, design with talent in mind in order to ensure that roles are configured to provide the variety of experiences that will develop depth of competence and leadership. Many companies find that they are lacking a deep bench of well-rounded, general management talent that can move into executive roles. Organization design is an opportunity to design-in development positions; to create bigger, more challenging positions; and to establish experience paths among those jobs that can be used to grow future senior leaders.

Milestone Five: Transition

Milestone: You are leading the change and are prepared to measure, learn, and adjust

We have observed that after the intensity of decision making during the first four phases of the organization design process, the leader and the executive team are eager to get the organization back to work and to see the fruits of the design process. In their desire to refocus on the operating concerns of the business, momentum for the hard work of implementation can be lost. As a result, the full intent of the design is often not realized.

Milestone Five: Transition, contains two chapters that present the key learnings from our work in supporting the implementation of organization design.

Set the Implementation Plan

The final set of design decisions requires leadership to determine how best to stage the implementation and the sequencing of tasks. The chosen approach is influenced by the fundamental reason for change. If the company is currently healthy but the design change is driven by an anticipated change in strategy, then evolution can work well. Evolving over time to the new state, rather than abruptly changing everything, is less unsettling to employees, allows time to build new capabilities, and creates an orderly transition from the current core business to the new sources of growth and profitability.

However, there are circumstances where a “pull the Band-Aid off fast” approach may be warranted. If the strategy choices are clear, and competitive pressures make it critical to move swiftly to recover market share or to stem financial losses, moving quickly can often make sense. A fast realignment often makes sense when an external change has already occurred and the current organization design actually hinders making the right strategy choices for the future.

Choosing the right implementation approach and creating a project plan to stage the process so as to ensure that capabilities are built in a logical way and account for interdependencies are essential for a smooth transition.

Navigate the Transition

As soon as a basic transition plan is in place, leadership commitment to seeing it through becomes the defining factor in separating organization design changes that meet their objectives and those that fail because the new capabilities are never fully built. A full year of work, with significant leadership attention and involvement, is not unreasonable for a substantial reorganization.

Tipping points can be a useful tool to focus an executive team on the key points within the transition when a major step is needed. Tipping points in this context are tangible actions or decisions that are read by the organization as evidence that something very different is happening. Often they shift budget, authority, or decision rights from one unit to another; for example, global account leaders may be given veto rights in staffing of all sales roles in regions. Tipping points are symbolic actions because they have a disproportionate impact in altering power dynamics. In this way they are a powerful set of tools for executives to apply to guide, cajole, and course-correct their way through the transition plan.

Chapter One Summary: The Five Milestones

Although organization design is not a strictly linear process, it is very useful to follow a set of process steps that are applicable to large and small design initiatives. The five milestones represent markers that allow designers to plan and manage the process flexibly but with a clear road map.

Milestone One: Business Case and Discovery Clarify the strategic prioritiesDefine the case for changeSet the design criteriaMilestone Two: Strategic Grouping Use the six design driversChoose the best grouping optionEmbrace the matrixMilestone Three: Integration Design for operating governanceAllocate power in the matrixRedesign functions to be integratorsMilestone Four: Talent and Leadership Design the leadership organizationMake the right talent choicesMilestone Five: Transition Set the implementation planNavigate the transition

MILESTONE ONE

Business Case and Discovery

Milestone: You are clear on the problem to solve

Business leaders have a strong bias toward action. By the time a situation has been tagged as an “organization design” project, most leaders have conducted their own analysis of the situation and formulated a number of options. We tend to trust our clients’ instincts when they are accomplished leaders who have successfully faced many business and organizational challenges. They frequently do understand the complexity and depth of issues, and we often find that they are already contemplating a reasonable set of alternative actions. As often, however, we discover that the leader is heading down a path of solving the wrong problem. The intuitive diagnostic may be wrong. Or the leader may have a bias for or against a part of the organization she knows well. Or the leader may not have full access to information and be unaware of customer or frontline employee experiences.

Although one person can have a good idea, one person can’t implement change. The process of organization design is nearly as important as the decisions themselves. The members of the extended management team who will need to support and carry out the changes have to go through the same discovery and design process as the leader. Each has to understand and be convinced that there is a problem to solve or an opportunity worth pursuing. Each has to explore all the alternatives and grapple with the trade-offs. Only then can each be fully committed to the change and lead others through it. Implementation is accelerated when change management begins right at the beginning of the project. When the employees in an organization are engaged in understanding the “why” and the rationale behind a new design, they are more likely to support the change.

Therefore, the first milestone is to be sure that the organization’s leadership is clear on the problem to solve—that they have a clear business case for change and can articulate why the status quo is not an option. The three chapters in this part of the book discuss the tasks you need to perform to reach the first milestone:

Clarify the strategic priorities and ensure that there is agreement and commitment to what will differentiate the organization from competitors