Strategically evaluating and looking for ways to improve team structures is an often overlooked task. Once teams are built, there can often only be change when team members come and go, and in most cases, when a team member leaves, like-for-like replacements are brought in.
There are a range of well-established frameworks businesses can use to regularly review their team structures, aligning their teams with broader organisational goals. Here’s how McKinsey’s 7S, Kotter’s 8-Step Change Model, and the Congruence Framework can be instrumental into how these strategies impact recruitment within different organisational structures.
McKinsey’s 7S Framework: A Comprehensive Analysis
Strengths:
- Holistic Approach: By considering seven essential elements, this framework offers a comprehensive view of an organisation, enabling leaders to ensure alignment across all areas.
- Flexibility: It’s adaptable across different types of organisations and industries, making it universally applicable.
Weaknesses:
- Complexity in Implementation: Due to its broad scope, pinpointing specific action items can be challenging.
- Dynamic Nature: The interconnectivity of elements means changing one aspect can impact others, requiring constant reevaluation.
In a functional structure, recruitment strategies can be tailored to specific departments, emphasising the skills and values pertinent to each area. For businesses using this framework, Morgan Latif can provide bespoke recruitment solutions that align with the intricacies of each ‘S’, ensuring candidates not only fit the role but also the organisational culture and values.
Kotter’s 8-Step Change Model: Navigating Organisational Change
Strengths:
- Structured Approach: Offers a clear, step-by-step process for managing change, reducing resistance and increasing buy-in.
- Emphasis on Vision: Kotter’s model stresses the importance of a clear vision for change, facilitating more effective communication and alignment.
Weaknesses:
- Time-Consuming: The structured nature can make the process lengthy, potentially delaying results.
- Rigidity: May not be as adaptable to unforeseen changes or unique organisational challenges.
For divisional structures, the ability to adapt to change is paramount. Morgan Latif’s leadership coaching and consulting services can assist companies in navigating Kotter’s model during restructuring, ensuring the recruitment of leaders who are not only adept at managing change but can also champion and communicate a vision across divisions.
Congruence Framework: Aligning for Success
Strengths:
- Alignment Focus: Ensures every component of the organisation works in harmony towards achieving strategic objectives.
- Diagnostic Tool: Acts as a powerful tool for identifying and addressing misalignments within the organisation.
Weaknesses:
- Complexity: Requires a deep understanding of the organisation to effectively implement.
- Overemphasis on Alignment: May overlook the need for flexibility and adaptability in certain areas.
In a matrix structure, the congruence between different roles and departments is crucial. Morgan Latif’s executive search expertise is invaluable here, finding candidates who not only excel in their functional areas but are also skilled in cross-functional collaboration and adaptability, essential traits for thriving in complex, interconnected environments.
With such a range of organisational structures available with our clients, we see different styles face different challenges and opportunities for recruitment:
- Functional: Requires deep specialisation and an understanding of specific departmental goals. Morgan Latif’s bespoke training helps refine these skills, ensuring alignment with organisational values.
- Divisional: Demands leaders who can operate semi-autonomously while aligning with the broader corporate strategy. Morgan Latif’s leadership assessments can identify such talents.
- Matrix: Needs individuals who excel in navigating complex reporting relationships and collaborative projects. Through Morgan Latif’s consulting services, companies can develop frameworks to identify and support these roles.
- Flatarchy: Seeks innovators and self-starters who thrive in less hierarchical environments. Morgan Latif’s coaching solutions can prepare leaders for success in these agile settings.
