Organizational model 2017-06-13T13:45:25+00:00


It’s fairly easy to change the organigram, but that alone doesn’t do the trick.  To successfully change the organizational model you need:

  • Organizational structure
    The structure of your organization, e.g. hierarchical, flat, …, showing departments and their employees.
  • Functions and function descriptions
    A function is more than a title.  It needs a function description.  Where is the function placed in the organization, what decision power comes with the function, what are the tasks related to this function.
  • Roles
    Some tasks can be done by a number of people and don’t depend on a function.  But describing the responsibilities will give people a better understanding of what is expected from them.
  • Interactions between stakeholders
    Which meetings exist and why. Do they have the power to decide or are they just informative? In the latter case, are they really necessary?

An enterprise is not static, it is a living entity.  An organizational model therefore can’t be static either.
It has to be the best solution for the challenges a business encounters at a given point in time.
Optimizing the organizational model encourages entrepreneurship, simplifies communication and boosts moral.

An organizational model is not an end on itself, but a means to achieve goals.

Following aspects need to be taken into account:

  • Legal obligations: some functions may be required by law: e.g. Compliance Officer, Internal audit, …
  • Wanted behaviour: Structures have an impact on how people behave, either encouraging or discouraging people to act in a certain way.
  • Accountability: define accountability, not only of employees, but also of meetings and committees.
  • Processes: keep processes within teams as much as possible and always have someone accountable.
  • Simplicity: the easier to understand, the better it will work.

With guiding principles, it’s more easy to communicate about structural changes, even if people are not happy with the actual outcome.

Although the organizational model has to be flexible, a certain degree of stability has to exist.
Changes can’t be applied all the time.  After all, you want your employees to work in an organization, not in a re-organization.

CDI-Partners can help you define your company’s guiding principles and assist you in setting up an organizational model that is fit for business: drawing the structure, assist you in describing the functions and roles, and setting up structural meetings and committees.

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