Pivoting to Team-Inclusive Org Design

Avoid organizational tunnel vision by leveraging team members as designers for their own organization

Are you contemplating how to incorporate the popular term, “employee experience” into your organization? Read on for an alternative approach to a traditional model that offers high impact in short time…

Many of the classic organization design models include design concepts controlled by management, for the purpose of influencing others’ behavior to achieve desired business outcomes and culture. However, a foundation on which intact teams design their own org allows for inclusion, without sacrificing the ability to achieve business results and desired culture.

When using a team-inclusive org design approach, team members are invited to weigh in, make decisions, and challenge the status quo. This framework includes design concepts which influence efficiency, effectiveness, and foster a sense of belonging. The ultimate goal is a harmonious, productive team, capable of achieving business results.

The benefits of this approach are extensive:

·?Expanding the pool of org designers by including an entire team improves diversity of thought for optimal outcome.

·?Input from individuals working in the current environment, who know first-hand what is and is not working, can accelerate efficiency and effectiveness gains.

·?Respectful debate followed by consensus increases buy-in and commitment. Allowing all voices to be heard helps put differences and frustrations to bed.

·?The team gains a sense of stability and empowerment, which builds team confidence.

·?The design process builds trust and a sense of belonging, through meaningful connection to team members and the cause. According to Gallup, “When employees possess a deep sense of affiliation with their team members, they are driven to take positive actions that benefit the business -- actions they may not otherwise even consider if they did not have strong relationships with their coworkers.”

·?Making decisions and problem-solving as a team drives ownership, adaptability, and a collaborative mindset.

·?The design process provides a framework for future recalibration during times of change. The team can easily recognize when an element of the design process needs to be revisited and takes ownership to do so.

·?The team-inclusive design approach can attract and retain talent. Also, decisions made during the process serve as a solid foundation for onboarding new team members.

·?Multiplier effect - once your HR leader has been trained in this approach, it can be replicated across all teams.

It’s not practical to transition all aspects of traditional org design to teams. However, the benefits make the case for carving out team ownership of the design process wherever possible.

Additionally, the days of management making all decisions without employee input is a thing of the past. Incorporating Voice of Employee into business planning and operations is the future of work. Team-inclusive org design can help you demonstrate this focus to your teams.

It's important to establish non-negotiables or topics leadership must weigh in on, to avoid confusion or disappointment. At a minimum, intact teams can own the following significant design concepts.

Not sure whether this approach should be a priority for you right now? Review this checklist to determine if team-inclusive org design would be beneficial for your team(s) now.

Whether your company has a traditional org design process or not, pivoting to a team-inclusive approach pays dividends. By empowering team members to contribute to the design of their organization, you optimize their experience, ownership, and outcomes. What better way to treat your team members as stakeholders, than to let teams own the design of their organizations?