Organizational structure that works
The PGS methodology for clarifying organizational structure brings clarity to roles, increases self-management and frees up management time for high leverage activities.”
Chris Shutte, Executive Director, Anchorage Downtown Partnership
Does your organization operate smoothly with clear lines of accountability, communication and structure? Answer the following to see if you have a sound organizational structure in place:
- Are your employees loyal to the organization, their department, or a subset of co-workers?
- Does each department operate as its own “organizational silo” with little interaction to other departments?
- Is leadership handling complaints and settling disputes instead of focusing on leading the organization?
- Are there complaints and questions about “who does what”?
- Is morale suffering?
What if the answers aren’t what you had hoped?
Clarity throughout the organization
Reorganization involves a look at how the company communicates, problem-solves and approaches its work, with the goal to streamline all these connections. It focuses on how customer products flow through the organization – whether that product is healthcare, a business loan, a pair of shoes, etc. It provides:
Clarity on the flow of the organization from beginning to end, i.e., between departments, from the perspective of the customer
Clarity of each staff member on what comes in to their position, what they do with it and what product is expected of them
Clarity on how well the customer is being served
Is anyone let go?
The answer? No one. Reorganization is not cleaning house. It is clearing the brush that has grown up around departments and positions so that everyone can clearly see their role, their purpose, their product and their impact on the organization. It is a clearly focused organizational structure. The results are nothing short of stunning.
“In managing my organization, the complexities of tracking and maintaining clarity in our organizational structures can be daunting. We deliver a highly complex and intermeshed set of products that in the past often led to confusion and frustration in my team. “Who is responsible for which processes and why?” was a constant question that could never seem to be answered. Using Professional Growth Systems organizational processes and structures brought clarity to my team by clearly defining who wears which “hats” and why. The horizontal structure PGS has provided us also makes it much easier to understand how things should work and, when they don’t, how to quickly identify where the problems reside in the system and how to fix them.”
Bill Popp, CEO of the Anchorage Economic Development Corporation