killing hierarchy 2: successful organization design
DESCRIPTION
You'll learn the AEIOUs of organization design and how to apply them to successfully manage your team. I'll present some examples from my work including what we've done at SumAll. You can find the lecture on YouTube here: http://www.youtube.com/watch?v=E-4PA5TTpXc&feature=c4-feed-uTRANSCRIPT
What are your organization’s values?
Tweet @Joaquin_V_Roca with #MODes
Killing Hierarchy:
Organization Design for Startups
[email protected]@Joaquin_V_RocaJoaquinRoca.com
Agenda
• Architecture– Grouping alternatives
• Operational Processes– Connecting roles
• AEIOU/Roles and Authorization• Evaluation checklist• Connection to culture, mission,
vision, values, strategy
CEO
COO
CFO
VP Fin
Dir
Team Lead
CTO
VP Eng
Dir
Team Lead
CMO
VP Marketin
g
Dir
Team Lead
50y20y10y5y2y1y3m10d
CEO
COO
CFO
Fin1 Fin2 Fin3
CTO
Eng 1
Eng 2
Eng 3
CMO
Mar 1
Mar 2
Mar 3
CEO
AdWords Drive
Document Storage/Retriev
al
Document Creator Spreadsheet
Search YouTube
CEO
Europe Americas
North America Central America South America
Asia Africa
President
Direct to Consumer Enterprise
Sales Business Development Engineering
SMB Non-Prof
CEO
Design Sales Engineering
Norway
USA
Germany
Functional
Presidents
CountryPresident
s
Product Engineering Design Marketing Sales Support
Engineering
SupportSales
Marketing Product
Design
Prod Team
Systems Engineering
Design Business Data Board
Organization focused process
Learn and share
Product team
Design
Front end dev
Data
Status
Systems
All hands meetings
Developmental meetings
Marketing
PR
Cust spprtOffice mgmt
Team meet
Team meet
Team meet
Team meet
Team meet
Team meet
Team meet
Boundary management
Peer bonus
Project management
Back end dev
Integrations Integrations
Prod Team
Systems Engineering
Design Business Data Board
Product focused process
PR and Marketing (x3 in parallel)
Project proposal
Post the project on TrelloRoadma
p
Server Maint
Debugging (x3 in parallel)
Cust Support
Scoping
Team assign
Development (x3 in parallel)
Testing (x3 in parallel)Push to Prod (sequential)
Scoping
Cust Support
Cust feedbck
Other Stuff Done Off Roadmap (technical debt, bug fixes, small enhancements)
Demo Day
Organizational Capability
Highly Important
Nice to Have Not as Important
Product
Operations
Customer
Innovation
Organizational Imperative
Great Fit Good Fit Poor Fit
Culture
Mission
Strategy
Operations
Employee engagement
Information flow
Decision making
Cost
Politics
Hiring and Org Design
• Question!
Hiring and Org Design
• Attraction• Selection• Attrition
Culture
• Be clear about culture and hire to your culture– Culture is not ping pong tables and t-shirts– Culture is made up of values that reflect deep
assumptions and manifest in artifacts like ping pong tables and t-shirts
– If you assume business success comes from innovation and creativity comes from free thinking and thus value autonomy, hire people who can work autonomously
– If you assume business success comes from operational excellence, and excellence comes from coherence and discipline, hire people who thrive in structured environments
What Works in Practice?
• Question!
What works in practice?
• The models are good ways to organize your thinking
• They are not normative for the most part• All of this really has to be fitted for your
organizations culture• This is hard work and there is no one
right way• You are going to get it wrong• Build, measure, learn