3 Steps to Implement a Circular Org Structure
As we look to the future of work, and self-managed teams, some may question how to diagram the internal structure of an organization. The first step in creating change is to visualize that change in action. Move away from traditional org charts and hierarchies, into circular intersections.
Leaders or executives in a circular organization aren’t seen as sitting atop the organization, sending directives down the chain of command. Instead, they’re at the center of the organization, spreading their vision outward. All divisions are part of the same whole and all act as shared resources for the entire organization.
For example, the team structure at CoApt Projects looks as follows with project leaders who are customer-facing at the forefront, making the decisions and calling on functional resources as they need them:
A circular organization is intended to empower people long-term, fostering collaboration, and creativity. While companies like Deloitte have created a ‘high-impact’ model with certain functions such as Human Resources, we recommend all of the functional areas of the organization also operate in a way where strategy and impact supersede transactional exchanges.
After your vision is on paper, and the new organizational diagram is distributed, here are 3 key components to making the diagram a reality in your organization’s culture:
1. Training for Everyone
It is critical to have a well-developed onboarding program for new employees. This should include information on organizational values and vision so that the purpose behind the work is truly understood and believed. Make sure access to technical training and development training is available throughout the organization, with no restrictions based on specialty or department. Knowledge should be accessible and shared.
Above and beyond the initial training, it is important to have regular continuing education opportunities. This is most effective when there is a mix of outside training and internal knowledge exchange opportunities. Making training and education a part of your culture fosters collaboration and continuous improvement. It helps teams to seek out different perspectives across job functions, where traditional organizations might have silos preventing this type of collaboration.
2. Open Door Policy
And open windows… and knock down the walls…
It is one thing to have an ‘Open Door Policy’ and another to truly implement it. Encourage people to go to the source of the information they seek, rather than asking for permission or playing the telephone game. The best way to support this is to implement an enterprise social network system that is direct and informal. With software such as Salesforce Chatter, Google Workspace, or Zoho Cliq, organizations can create easier connections and opportunities for communication. These tools bring conversation, content, projects, and teams together in one place, and in a highly personalized way.
Don’t restrict these platforms to ‘work-sharing only.’ While guidelines to keep conversations appropriate are helpful, these platforms should also help create camaraderie. Creating a #justforfun channel or #mondaymemes might help inspire icebreaker content.
And most importantly, in the world of cyberspace where there are no doors, make sure everyone has the ability to message each other directly, regardless of role.
3. Hire for People Skills, Not for Tech
Soft skills, such as attitude, teamwork, communication (both listening and speaking), and decision-making capabilities, are critical and are very difficult to teach. People with well developed soft skills and high emotional intelligence are the first types of people to build and empower the team around them. Technical nuances can generally be learned on the job (see Step 1 on providing training).
This is also the best way to prioritize the diversity of people and thought in the workplace. By looking for intrinsic skills, rather than certain certifications on resumes, we can focus our energies on collective impact and move toward an inclusive culture that develops together.
Are you ready to lead your organization into the future of work? Trust your people, engage, and empower them. Take your self-managed teams to the next level with a self-managed, circular organization, and get ready to see an impact. We certainly do!
