How does structure prevent or enable growth?
I really enjoyed my podcast conversation with Ivan Gavran, one of the best leadership & business coaches I am lucky enough to know. In this podcast, we discuss the critical role of organisational structure in fostering growth within businesses. We explore the pitfalls of a poor structure and the benefits of a well-designed framework that supports both the people and the strategy of a company. The conversation covers key themes such as the importance of correct job descriptions, accountability, culture, talent mapping, and succession planning for sustainable growth.
Key takeaways:
Importance of structure for growth
How can a robust organisational structure support business growth? Emily and Ivan explain how an appropriate structure allows companies to harness the potential of their workforce while aligning with strategic goals.
Cultural relevance in structure
We underscore the importance of having a strong company culture that aligns with business structure. A healthy culture ensures that employees are motivated and effectively contribute to the company's objectives.
Talent Mapping and proactive recruitment
An essential discussion point revolves around proactively identifying and recruiting talent even before the need arises. This involves mapping potential candidates to mitigate growth risks and ensuring a robust talent pipeline.
Clear Job Descriptions & accountability
The hosts emphasize the significance of clear job descriptions and accountability, stating that all staff members should understand their roles and responsibilities. This clarity prevents overlaps and bottlenecks in decision-making.
Succession planning
Ivan and Emily stress the importance of succession planning as part of a structure for growth. Proper succession planning ensures that there are ready candidates to step into critical roles as organisations evolve.
Flexibility and ongoing review of structure
They discuss the need for flexibility in organisational structure, encouraging businesses to review and adjust their frameworks continuously. A static structure can lead to inefficiencies, but an adaptable one can foster innovation and rapid growth.
Avoiding compromise in recruitment
The speakers advocate for a robust recruitment process that avoids settling for 'good enough' hires. They suggest a 'must-hire' attitude to ensure the best cultural and capability fits within the organisation.
Organisational growth as an organic process
Our conversation concludes with the notion that organisational structure should be viewed as a living, breathing process rather than a fixed entity. This perspective supports adaptability and allows businesses to respond dynamically to challenges.
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