Vanishing Point

Do You Know How to Structure Your Horizontal Organization?

Posted by Jason Fieger

June 22, 2016 at 9:00 AM

In the first installment of this two-part series on the  evolution and benefits of horizontal (flat) organizations, we looked at the transition from laddered Industrial Era structures to agile and collaborative, Knowledge Age organizational models. We considered the factors that should guide the development of a pure or hybrid flat model, including innovation objectives, culture, legacy, and mission.

 

With that in mind, the next step is to dissect the flat organizational model to explain the concepts that underlie its success. The information should inform your considerations as you run scenarios and work to tailor the most appropriate version of the horizontal model for your current and future organization.

 

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The Knowledge Age Organization Has No Ladder

Posted by Jason Fieger

June 15, 2016 at 9:30 AM

Markets and people are more interconnected, global competition is more intense, demographics have shifted, and we have a whole new set of communication tools. Businesses and government entities are facing the challenge and opportunity of information overload. In this Knowledge Age, we’re seeing growing evidence that a horizontal (flat) organization is more appropriate.

 

Conventional Second Wave wisdom posited that senior executives led most effectively by managing vertically. Particularly during times like the Industrial Era, vertical organizations did offer real advantages. They are structured for clearly defined lines of authority. That hierarchy produces a tight span of control that can elevate task-oriented productivity. 

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The Secret to a Successful Pivot in the Knowledge Age

Posted by Nina Martire

April 20, 2016 at 9:52 AM

Today, the pace at which organizations can gather, process, protect, and disseminate data and knowledge can be their greatest indicator of longevity.

 

For decades, organizations have talked about and understood collaboration as an internal function or a partnering strategy. But that approach is insular in an age where sustaining the health of the organization requires looking outside itself for a deeper, more personal level of knowledge about and connection with the customer. Collaboration is now a platform built on three core legs – internal teams, partner organizations, and customers.

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Your 2016 Organizational Agility Checklist

Posted by Deb Westphal

January 20, 2016 at 9:58 AM



The turn of the year has us all doing a performance analysis. As a leader, how and where did we thrive in the last year? What needs to improve? What competitive strengths did we sustain or build, and (so importantly) what needs to happen to reach the next set of growth objectives?

 

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Change Fatigue is Inevitable. What To Do About It.

Posted by Hans Davies

January 13, 2016 at 9:30 AM

Vital businesses are in a state of continual reinvention and flux. In fact, remaining Future Proof®in this era of rapid, constant innovation requires keeping your organization agile enough to adapt almost constantly to a shifting business environment. And while change may be driven by the market or other outside factors, its execution – and its success or failure – ultimately depends on the abilities and commitment of the human beings within the organization. 

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This is Everything – How You Win with Customer Experience

Posted by Deb Westphal

December 22, 2015 at 9:30 AM

More than ever before, 2015 was a year when online, mobile, and offline channels merged and drove customer decisions. Online and mobile are no longer ‘disruptive’ – in every industry, people have come to expect they can engage a mix of channels to find solutions and support from companies. So it’s hardly a surprise that standout businesses in 2015 were attuned to making sure their multi-channel experience was truly customer-centered. 

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The Organization of the Future is Here. Is it Yours?

Posted by Deb Westphal

December 16, 2015 at 10:00 AM

Embracing a knowledge economy has ignited a transformation of the organizational model. Some of the changes have been dramatic – like Tony Hsieh restructuring Zappos into a Holacracy, “which enables employees to act more like entrepreneurs and self-direct their work instead of reporting to a manager who tells them what to do.”[1]

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This is the Organizational Structure of the Future

Posted by Hans Davies

December 9, 2015 at 10:00 AM

The words a company uses to describe itself are critical elements of its culture. Terms like “family” and “team” are loaded with significance related to organizational structure. They reflect priorities and values that are disseminated by leadership across the organization to shape the brand, drive performance, and create value. More importantly, they impact leaders’ ability to evolve and drive change from within.

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The Secret to Success: Empower Your Multi-Generational Workforce

Posted by Hans Davies

October 28, 2015 at 9:43 AM

Every day in the U.S., approximately 10,000 Baby Boomers leave the workforce. While there’s talk of a talent gap, the actual size of the labor force continues to grow year over year.[1] The employment market is hitting a tipping point in 2015, at which point, there will be more young professionals in the marketplace than tenured individuals. By 2025, it’s projected that Millennials will represent approximately 75% of American employees.

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Corporate Transformation: Pay Attention to the People or Prepare to Fail

Posted by Deb Westphal

October 15, 2014 at 10:11 AM

There are times when all the tweaking and adjusting in the world will not be enough to position a company or government agency to keep pace with its rapidly changing environment. Sometimes radical, transformational change is necessary for an organization to be able to capitalize on future opportunities and avoid impending risk. In short, dramatic change is sometimes needed in order for a company to thrive.

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