Integration and Organizational Structure

Recently, I observed a fascinating interaction between two teams. One team prided itself on careful planning and methodical execution, while the other thrived on rapid iteration and frequent adjustment. Both were successful in their own right, yet their collaboration was strained by these differences. This scenario plays out in organizations everywhere, raising an important question: How do we build organizations that thrive on diversity rather than fighting it?

The conventional wisdom often pushes for standardization. "If everyone just worked the same way," the thinking goes, "everything would be easier." But this approach misses a crucial truth: different types of work often require different approaches. A team handling regulatory compliance needs a different rhythm than a team developing new products. The key isn't forcing uniformity – it's creating an environment where different approaches can coexist and complement each other.

This integration challenge boils down to three key principles that I've seen work consistently across organizations. First, focus relentlessly on outcomes over methods. When teams understand what they're trying to achieve together, they're more likely to find practical ways to work together. I recently watched a traditional finance team and an agile product team resolve their differences by focusing on their shared goal: delivering value to customers while managing risk effectively.

Second, build bridges, not walls. These bridges take many forms – shared vocabulary, regular touchpoints, or liaison roles. One organization created "translation meetings" where teams would share updates in plain language, avoiding methodology-specific jargon. This simple practice dramatically improved cross-team understanding and cooperation.

Third, create space for diversity. This means acknowledging and respecting that different approaches exist for good reasons. When leaders actively demonstrate that various working styles are valued, teams stop trying to convert each other and start finding ways to leverage their differences.

The practical implementation of these principles requires intentional leadership. Start by mapping where different approaches exist in your organization and why they emerged. Look for natural connection points between teams and strengthen them. Most importantly, help teams understand each other's constraints and priorities.

As we move forward in 2025, the organizations that will thrive aren't those that enforce uniformity, but those that master the art of integration. The question isn't "How do we get everyone to work the same way?" but rather "How do we help different approaches work together effectively?"

The next time you encounter teams working differently, resist the urge to standardize. Instead, ask yourself: How can these differences become a source of strength rather than friction?

Did you miss these articles? Catch up now

Rating Agile Maturity

The idea of rating a team’s “Agile Maturity” has always made me uneasy. An agile maturity rating is intended to quantify a team’s progress along its agile transformation journey. Numbers and verbiage differ everywhere, but you could have a team starting at 0 and working their way up to 4; or you could have a team starting at “Basecamp Zero” and ascending to the heights of “Basecamp Three.” Maturity ratings typically depend on a subjective assessment of how “agile” the team’s practices, behaviors and mindset are; for example, a team that does not practice automated unit testing could begin at a 0, and when they are proficient at it perhaps that indicates they are now at a 3. Maybe a team at Basecamp One relies mostly on annual individual performance assessments, and a team at Basecamp Two has begun to incorporate team-based assessments and performance objectives. Read the full article

Organizational Agility: The Key to Sustaining High Performance in a Fast-Paced World

Organizational agility refers to a company's ability to quickly adapt and respond to changes in its environment. It involves being flexible, innovative, and resilient in the face of challenges. In today's fast-paced world, organizations must be agile to sustain high performance. This means being able to pivot strategies, embrace change, and stay competitive in a rapidly evolving market. Organizational agility is crucial for companies looking to thrive and grow amidst uncertainty and constant change. Read the full article

The Role of Agile Conflict Resolution in Driving Organizational Change

Agile conflict resolution focuses on addressing conflicts quickly and effectively within an organization. By adopting agile conflict resolution practices, teams can resolve issues promptly, leading to smoother communication and fostering a positive work environment. Agile conflict resolution emphasizes open communication, active listening, and collaboration among team members. This approach encourages addressing conflicts as they arise, promoting transparency and trust within the organization. Read the full article

Subscribers get to read articles before they are published

The Integration Challenge: Bridging Traditional and Agile Teams

A recent conversation highlighted a fundamental shift in leadership. The days of one-size-fits-all leadership are behind us, not because leaders have changed, but because the nature of work and teams has transformed dramatically. I've noticed a pattern in how successful leaders are adapting to this new reality. They're moving away from the traditional "command and control" mindset toward what I call "responsive leadership." This shift manifests in three crucial ways. Read the article before everyone else

Want to learn more on related topics?

Here are some resources:

McKinsey Global Survey Results: What Successful Transformations Share

Successful Change Management Examples for Inspiration

Hybrid organizational structure: Definition, best practices & examples

Onboarding a new team?

Try a Liftoff instead of a Kickoff. Here are some resources to get you started.

Read the book Liftoff, Second Edition: Start and Sustain Successful Agile Teams by Diana Larsen and Ainsley Nies

And review AFA resources: The Power of Liftoff, Wednesday Wisdom Episode: The Power of Liftoff for Teams, Wednesday Wisdom Episode: From Storming to Clarity with Liftoff

AND

Check out the program I have where we first go through a Liftoff together and then build the Liftoff program for your organization complete with facilitation guides and virtual boards.

Did you know you can choose your own location for an offsite?

Transform your leaders and culture from the inside out with our "Choose Your Own Location" program. Bring our world-class inclusive leadership development experience to a venue of your choice, and create a customized learning journey that drives long-term success.

Flexible Options to Suit Your Needs

• Full 6-day offsite or 4-day daytime program
• Tailored to your organization's unique context and goals
• Expert facilitation and support from our coaching team

Immersive Learning, Transformative Results

• Develop a shared language and toolkit for inclusive leadership
• Embed new mindsets and behaviors into your team culture
• Drive long-term impact with post-program coaching and resources

Your Venue, Our Proven Curriculum

• We bring our expertise, materials, and facilitation
• You select and prepare a venue based on our requirements
• Together, we create the optimal conditions for transformative learning

Invest in your leaders and unlock the power of inclusive leadership – at a location that works for you. Click to learn more and then book a call to discuss your organizations needs.