How do you keep up with the latest organizational design trends?

Organizational design is one such topic that has a continuous evolution; an organization's growth can be compared to a living organism. There are 3 facets to any organization : Physics, Mechanics & Economics. Typically, org design is a lot discussed about structure (physics), but equally or even more important are the operations (mechanics) and scaling (economics). A lot can be observed and understood by reading the failed organizations - all of them have a story of why they failed or became extinct. Like organisms that adapt the thriving techniques by reading nature, reading and understanding failed/extinct organizations teach us a lot about becoming anti-fragile.

Books like "The Fifth Perspective" by Peter Senge, could provide valuable insights on Project management, cross-thinking collaboration, continuous learning etc., He insists that, systems thinking is the key to understand complex problems in any organization. If you ask, is it still relevant today? Yes it is.

Stay informed by reading a diverse range of sources. Explore industry publications, business journals, and thought leadership articles. For instance, subscribing to Harvard Business Review or following influential blogs like McKinsey Insights broadens your understanding of emerging organizational design trends. Example: Recently, an article in Harvard Business Review highlighted the success of companies adopting holacracy, prompting me to explore its implications and potential applications for our organization.

In my opinion it's important to identify deficits in the company and its culture first to get an understanding what is actually needed. And then, with the right books and theory, you should execute whatever you feel makes sense – don't just apply the whole theory. Adapt it to your needs.

From blog posts to research material, podcasts to YouTube videos, where the experiments are being conducted, their learning & framework on which the organization's design is being evaluated. There are curious folks who want to do their assigned work & also have to use some part of their spare time to work on unique projects that set the policies of movement between projects that are aligned with the organization's objectives. Researching & Deep Diving get the mind to start thinking differently and build a case to experiment in your organization.

Executive presence is paramount in developing a robust professional network, particularly when navigating the dynamic world of organizational design. Beyond attending events and joining online platforms, how you present yourself matters. Confidence, effective communication, and gravitas are key components of executive presence. When you exude these qualities, others are more inclined to engage in meaningful connections. People are drawn to those who can articulate their ideas with clarity and charisma. Your presence makes a lasting impression, fostering trust and interest among professionals, experts, and practitioners. In the realm of networking, executive presence becomes a bridge to connect and collaborate, ensuring you stay current.

Creo que hay varias formas de conectarse activamente, como son: Participar en conferencias, simposios y eventos relacionados con el dise?o organizacional y escuchar a expertos de la industria, conocer casos de estudio y aprender sobre las últimas prácticas Tomar cursos en línea o asistir a capacitaciones específicas sobre dise?o organizacional para adquirir nuevos conocimientos y habilidades Seguir en redes sociales a Profesionales y Organizaciones que comparten artículos, estudios de caso sobre tendencias en dise?o organizacional Mantenerse actualizado e Intercambiar ideas con colegas, uniéndose a comunidades dedicadas tema Colaborar con profesionales del dise?o Organizacional para compartir conocimientos y experiencias

Engage with professionals in your industry and beyond. Attend conferences, webinars, and networking events. Join relevant online forums like LinkedIn groups. Participating in discussions or attending events like the annual Organization Design Forum allows you to gain insights from diverse perspectives within the field. Example: Connecting with organizational design experts on LinkedIn led to a virtual roundtable discussion where I learned about innovative restructuring approaches applied in different industries.

Can we change the title from 'Network Actively' to 'Network Meaningfully'? LinkedIn is an amazing ecosystem that enables the start of meaningful professional relationships by finding individuals whose missions are aligned with yours. Over time, you can contribute to each other's growth and develop a truly meaningful relationship.?

Active networking is vital for keeping up with organizational design strategy trends. It goes beyond simply expanding contacts; it involves connecting with key figures in the field to gain insights into emerging strategies and industry shifts. This targeted approach provides valuable information and collaborative opportunities, fostering a deeper understanding of current trends. Such strategic networking enables professionals to effectively apply these insights in their organizations, enhancing strategic planning and execution.

I actually disagree with experimenting frequently - it’s incredibly disruptive and disrespectful to team members to continuously move their cheese. I think you would find that the productivity of the team suffers if you re-organize just for re-organizing’s sake. If you decide to experiment there has to be a crystal clear why so that your people stay engaged. Too many experiments can make people feel like pawns! For the few team members that can handle routine cheese moving maybe try experiments with them don’t test with the entire team.

Don't be afraid to experiment with new organizational design approaches within your own work context. Implementing small-scale changes or pilots, such as introducing cross-functional teams, enables you to test concepts. Observing the impact on collaboration and efficiency informs your understanding of effective organizational design. Example: We experimented with a matrix organizational structure in one department, leading to increased collaboration and faster decision-making, prompting consideration for broader implementation.

To experiment. Dashboards are very important. You will need data to test hypothesis and get feedback. What you want to know is that 1. What are we experimenting for 2. Is this the experiment we need to run 3. Are we running enough experiment for the metrics we want to get feedback on. Dashboards are a very important part of experimentation.

Experiment with people! Have a strategy that enables you to invest into newer people for every new project in hand. Having an outsider opinion can either help you speed up the tasks, or innovate or scale. You can also consider short term contractual options to safeguard the financial risk of a new hiring.

Arabella, the adventurous shark, knows the thrill of experimenting in the vast ocean, much like exploring organizational design trends. She doesn't just swim in straight lines; she tries new twists and turns, discovering which currents flow best. Similarly, apply design thinking to your organization like Arabella navigates through reefs - with curiosity and agility. Prototype and test like she tries different hunting tactics, seeing what brings the best results. Involve your team like a school of fish, each contributing their own unique perspective. By experimenting frequently, you're not just drifting with the tides; you're actively steering your organization towards innovation and adaptability.

What has worked in the experiment & what has not worked, is important to evaluate objectively. This objective along with critical dissection leads to learning and newer experiences which fuels new experiments. Everything starts from a thought and let's analyze and learn through critical reflection.

Regularly reflect on your organization's structure and design. Assess what is working well and identify areas for improvement. For example, conduct periodic team retrospectives to gather feedback on the effectiveness of current design elements. Critical reflection fosters a culture of continuous improvement and adaptation. Example: After a critical reflection session following a major project, we identified the need for more cross-functional collaboration, leading to adjustments in our team structures.

I am big advocate of experiment, failing, learning and iterating on many business activities except for organization design. Here critical reflection and coming up with a fairly accurate org structure is important. incremental implemental can use very helpful but not frequent iteration and testing and too many changes. Change fatigue is a real phenomenon. Org design change is too big of a hammer of org behavior and psychology. So scenario planning, simulations, taking advices on organizational theory and behavior experts is very important. During new org design implementation, frequent milestone evaluation, big investment on structured change management implementation will set the culture the right way and will provide desired outcome.

La reflexión crítica es una herramienta poderosa para el crecimiento personal y profesional. Evaluar de manera objetiva la propia práctica, asumiendo tanto éxitos como fallos, no solo mejora la comprensión y aplicación de las tendencias de dise?o organizacional, sino que también impulsa el desarrollo de habilidades y el juicio crítico. Este análisis profundo, combinado con el feedback y la tutoría, permite adaptarse de forma efectiva a los entornos cambiantes, asegurando intervenciones de dise?o más estratégicas y fundamentadas.

Arabella, our reflective shark, knows the importance of a critical eye, just as you should in keeping up with organizational design trends. Like her, assess your strategies with the keenness of a shark spotting a school of fish. Use frameworks and metrics as your sonar, detecting the effectiveness of each move. Seek feedback like Arabella listens for echoes in the deep, using every bit of advice to navigate better. Reflect on your practices as critically as Arabella scrutinizes her hunting techniques. By doing so, you're not just swimming with the current; you're learning from every dive and adapting to the ever-changing ocean of organizational design. Keep a sharp eye, and soon you'll be as savvy in your field as Arabella is in hers.

Reflect critically and continuous learn go hand in hand in my view. The way I do it is learn, read, observe at others and take notes. Then, note down with all honesty (even is sometimes it hurts) how I've done things and then analyse and reflect on them critically. What is good, what is bad, what could be improved. People close to me always say that one of the biggest qualities I posses is the ability to be "chameleonic" and change at rapid speed when environment change. This doesn't necessary came naturally to everyone, but rather it's an educated skill that you gain by continuously learn, chase feedback and TRY.

Embrace a mindset of continuous learning. Enroll in relevant courses, workshops, or certifications to deepen your understanding of organizational design principles. Platforms like Coursera or professional organizations such as the Organization Design Forum offer courses that keep you updated on the latest methodologies and frameworks. Example: Undertaking a course on agile organizational design not only expanded my knowledge but also influenced the adoption of agile practices within our teams.

Emphasizing Continuous Learning: The text underscores the importance of continuous and proactive learning in staying abreast of organizational design trends. This proactive approach encourages individuals to set personalized learning goals and strategies, fostering a mindset of lifelong learning Diverse Learning Sources and Formats: The mention of using various sources, formats, and channels to access organizational design content highlights the need for a versatile learning approach. This adaptability ensures that individuals can cater their learning experience to their unique interests, needs, and preferences.

Just as Arabella, our ever-curious shark, never stops exploring the ocean's mysteries, you should dive into continuous learning in organizational design. Set your learning goals like Arabella sets her sights on new hunting grounds. Use a variety of resources – books, courses, webinars – as diverse as the fish in the sea. Absorb new information like a sponge, and don't forget to share your knowledge, creating ripples of wisdom across your network. Continuous learning keeps you swimming forward, always curious and up-to-date, much like Arabella who's always discovering new reefs. Stay hungry for knowledge, and you'll navigate the currents of organizational design with the ease of a seasoned shark. #divineintervention #gabenfreude

Num mundo de negócios em constante evolu??o, busco constantemente me aprimorar nas últimas tendências de design organizacional. Recentemente, ao enfrentar desafios na reestrutura??o de equipes, decidi iniciar um processo autodidata de aprendizado. Defini metas claras, explorando recursos online, participando de webinars e consumindo conteúdo de especialistas renomados. Ao aplicar esse conhecimento, percebi melhorias significativas na eficiência e na cultura da equipe. Além disso, compartilhei minhas descobertas em sess?es de treinamento interno, contribuindo para o crescimento coletivo. Essa abordagem proativa de aprendizado contínuo n?o apenas fortaleceu minhas habilidades, mas também impulsionou a inova??o e a adapta??o organizacional.

I look at “trends” in organizational design the way I look at trends in fashion. The latest fashion looks new and flashy but has a short life. Who cares about trends…

Mentorship and Coaching: Seek mentorship from experienced professionals in organizational design. Learning from their insights and experiences can provide valuable guidance. Cross-Functional Exposure: Collaborate with professionals from different departments and industries. Exposure to varied perspectives and challenges enhances your ability to design solutions that cater to diverse organizational needs. Technology Integration: Stay informed about technological advancements influencing organizational design, such as AI, collaboration tools, and analytics. Understanding how technology can enhance or disrupt traditional structures is crucial.

Feedback Mechanisms: Establish feedback mechanisms within your organization. Regularly seek input from employees, leaders, and stakeholders to gauge the effectiveness of organizational design strategies. Global Perspectives: Consider global trends and cultural influences on organizational design. Understanding how businesses adapt to diverse cultural contexts provides a broader perspective on effective design principles.

The most efficient way to keep track of new designs (whatever the field) is to have a vested interest in being up to date – for example by using them yourself. First of all, your own system will prompt you to update. But even more importantly, you talk about your system with other people who also have a vested interest in these designs: you will either recommend your solution or try to optimise it. In both cases, you will be presented with alternatives or new developments. And they come with an attached evaluation from field-proven use cases! Sharing is caring – this is also true with business.

Besides the normal way of development to take a step forward away from the Normals, we must execute and test many strategies. Testing and see the impact is very well noted point in OD, also be “people oriented” strategist, it will help a lot to gain a different experiences. I can add another different prospective, you must take a new different area deeply, especially ( Processes - Marketing ) , it will give you another vision and a power of decisions.