Organizations
Organizations that function as communities
At a certain point companies become mechanical organizations that are kept together by salaries; in other words the company is in a constant state of disintegration. This brutal reality gives birth to problems that mechanical solutions designed to make the organizational chart effective can’t really solve. The larger the company, the more this is so. I design conversation-based communications programs to increase organicity within companies or specific teams: making them more like living organisms rather than machines. While the objectives are the same, the approach is different.
Sample problems
Where conversations make the difference
Slabs and silos make the company less competitive.
By facilitating vertical integration, slabs give way to organic leadership; by facilitating horizontal integration, silos give way to communities. Levels and functions learn to communicate directly and honestly, so that work no longer waits at the boundaries between them.
The company is falling behind in the “war for talent”; this can’t be solved by the TA function.
Trying to fix the employer brand, the struggling TA function, retention / high churn rate issues, diversity issues, slow hiring process, let alone “finetuning KPIs” individually is a hopeless undertaking that leads nowhere. The problem requires a holistic approach that turns all stakeholders into an organic unit. Everything else must come later.
Sub-optimal team performance.
Disconnect between the team lead and the team; lack of cooperation and communication between team members, etc. The “identify the root cause and fix it” approach is well known – as well as its success rate. People problems come in bundles and a holistic, rather than a systematic approach alone is the answer.