Now, let me start from where I left off last week. If you remember, I posed a question about which comes first – organisation structure, then people, or people followed by organisation structure.
Let me explain. We regularly come across cases where organisations get into a spot of bother because the latter approach has been taken. A department or function may decide to fix a problem of a clash of personalities by adjusting the organisation structure/reporting lines. This may grant a temporary reprieve as warring individuals are separated. As you read this, perhaps you can think of a scenario where this has happened. At some point in the future though, this is likely to cause a problem. It is just a matter of time. So, what should happen? The stages that should be followed are usually:
- Decide on vision and purpose/objectives
- Work out the organisational structure that will deliver 1.
- Find the right people to fit the organisational structure (or ‘get the right people on the bus’ as Jim Collins would say)
Yes – it takes longer, but it is always worthwhile spending a little extra time get it right. To use a football analogy, at the risk of losing the attention of some readers, can you imagine Sir Alex Ferguson or Arsene Wenger changing the format of their team set up because two of their players didn’t get on?
Secondly, the theme of Employee Engagement appears to be exercising the minds of many of you. I’ll be re-visiting this topic.
Finally, if any of you are budding writers and would have an interest in submitting an article to be published on our website, we would love to hear from you. Please get in touch with my colleague Kimberley Walbridge. We are inviting papers in line with our theme of building better relationships at work.