> “When was the last time your org chart helped you actually ‘GSD’?”
We don’t have one where I work, and its absence has caused confusion and distrust amongst everyone, and, I believe, contributed to a bottleneck at the very top in decision making. All very frustrating. While I generally agree with your sentiments, an org chart for us would give some transparency and openness about who is doing what, where, when, why and who with, and potentially allow others to support and make decisions. We could get a lot more stuff done then!
From A Reader On Another Platform:
> “When was the last time your org chart helped you actually ‘GSD’?”
We don’t have one where I work, and its absence has caused confusion and distrust amongst everyone, and, I believe, contributed to a bottleneck at the very top in decision making. All very frustrating. While I generally agree with your sentiments, an org chart for us would give some transparency and openness about who is doing what, where, when, why and who with, and potentially allow others to support and make decisions. We could get a lot more stuff done then!
Embrace Fluidity Over Rigidity - the future belongs to those who can adapt, improvise and thrive in uncertainty.
Implication here on action in moments that matter and a tool called practice spotting to make that explicit, you know make meaningful work, culture and - https://www.amazon.com/dp/173792823X?ref_=pe_93986420_774957520