What do you do when you’re feeling sick and don’t know what’s wrong? You’ve got aches and pains, lumps and bumps, low energy, can’t sleep—and you’ve been taking over-the-counter medication for months and still aren’t getting any better. Do you just keep doing what you’ve been doing, or do you get a diagnosis?
Chronic Organizational Pain
Many organizations experience chronic pain without knowing the cause. They keep trying the same old treatments — like restructuring — but nothing helps. Is your organization feeling any of these common pains?
- Lack of cross-functional cooperation
- Vertical silos that compete instead of cooperating
- Leaders who can’t seem to lead unless they have authority
- Inability to find a structure that completely aligns with the business strategy
- A culture of blame and finger pointing
- Initiatives or projects that never seem to get done
- Business processes with lots of wasted time and effort
Consider a New Approach
Maybe it’s time to consider a new approach. Maybe it’s time to get a solid diagnostic assessment so you can understand the root causes of your organizational issues and can begin a treatment plan that will provide a real cure.
Before you go down the road to assessing what’s wrong, ask yourself, “Am I willing to commit to a cure? Am I willing to go the distance to get better?” If the answer is no, then just embrace your problems; they are going to be your friends for a very long time!
If the answer is yes, there is no need to walk around in pain any longer. Matrix Management 2.0™ can definitely help you feel a whole lot better!
Determining what really ails you is the first step to recovery, a process that typically requires a change in how you lead and manage your organization. Some of your management systems such as accountability, performance management, resource allocation, prioritization, projects/initiatives, governance, etc. might need to change. Some leadership behaviors might need to change as well.
See It Through to the End
These changes are certainly doable, but only if you can make a commitment and stick to it. Leadership takes commitment and it takes discipline. Change definitely requires both. Most change efforts fail because the leadership team moves on to something else without seeing the process through to the end.
If you’d like to find out more about Matrix Management 2.0, we invite you to read Matrix Management Reinvented: Book 1 – The New Game in Town.