{"id":22106996,"date":"2022-09-27T07:34:58","date_gmt":"2022-09-27T11:34:58","guid":{"rendered":"https:\/\/netmind.bts.com\/en\/?p=85164"},"modified":"2025-02-24T17:24:26","modified_gmt":"2025-02-24T16:24:26","slug":"the-organization-chart-they-never-showed-you-en","status":"publish","type":"post","link":"https:\/\/netmind.net\/en\/knowledge-center\/the-organization-chart-they-never-showed-you-en\/","title":{"rendered":"The organization chart they never showed you-EN"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"22106996\" class=\"elementor elementor-22106996\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-2245bb0 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"2245bb0\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-4133f99\" data-id=\"4133f99\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-df3fe17 elementor-widget elementor-widget-text-editor\" data-id=\"df3fe17\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The organization chart they never showed you. Most organizations have developed around the following paradigm: predict and control.<\/p><p>However, today&#8217;s dynamic markets require companies <b>to be more adaptive, learn, relearn, unlearn, and involve more stakeholders.<\/b><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-71e131d elementor-widget elementor-widget-image\" data-id=\"71e131d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t<figure class=\"wp-caption\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" src=\"https:\/\/netmind.net\/en\/wp-content\/uploads\/2022\/09\/Mesa-de-trabajo-1.png\" title=\"\" alt=\"\" loading=\"lazy\" \/>\t\t\t\t\t\t\t\t\t\t\t<figcaption class=\"widget-image-caption wp-caption-text\">Trasnformation Skecth \"The organization chart they never showed you\" by Mar\u00eda Anes. Ilustrated by Andy Baraja.<\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f6ae60b elementor-widget elementor-widget-spacer\" data-id=\"f6ae60b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e59ee2c elementor-widget elementor-widget-heading\" data-id=\"e59ee2c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Transforming, after all<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f341f5c elementor-widget elementor-widget-text-editor\" data-id=\"f341f5c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>It&#8217;s not a simple path. Achieving this involves more than just training and renaming specific roles, meetings, or projects.<\/p><p>Imagine that a Scrum team, for example, meets at the end of the iteration with stakeholders and users to agree on the next steps, progress and changes.<\/p><p>However, a senior manager operating outside the team imposes requirements that, in their judgment, are more important.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b02bb94 elementor-widget elementor-widget-spacer\" data-id=\"b02bb94\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5cef043 elementor-widget elementor-widget-heading\" data-id=\"5cef043\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">How do we know if an organization has transformed?\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c334665 elementor-widget elementor-widget-text-editor\" data-id=\"c334665\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>\u00a0<\/p><p>One of the signs that an organization is starting to change is when it updates <b>how power and authority are defined and exercised<\/b>.<\/p><p>It is also when it makes explicit how it is structured and establishes who can expect what from whom or who can make what decisions within what limits.<\/p><p>In brief, the more traditional organizational design dies out.<\/p><p>If this does not happen, an implicit structure emerges shaped by personal relationships and politics.<\/p><p>This generates resistance to change and creates a dissonant culture that is detrimental to strategy. It also brings to life the organizational chart you were never shown.<\/p><p>A more relevant structure than the official organizational chart and job descriptions becomes the unconscious way things are done.<\/p><p>It neutralizes the impact of most launched initiatives and generates discouragement and frustration in those betting on significant change.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ab440a6 elementor-widget elementor-widget-spacer\" data-id=\"ab440a6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1edb5ae elementor-widget elementor-widget-heading\" data-id=\"1edb5ae\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">How could we influence people more effectively?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-38edd71 elementor-widget elementor-widget-text-editor\" data-id=\"38edd71\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>What if we differentiate the people who work in the organization from their functions? What if teams have a voice and have the opportunity to do something with it?<\/p><p>Let&#8217;s <b>define and document the organizational chart we would always want to see<\/b> with explicit roles and duties that help us incorporate learning and align with the current context of change.<\/p><p>Most of the time, the organization and you just need to know what you are there for.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>The organization chart they never showed you. Most organizations have developed around the following paradigm: predict and control. However, today&#8217;s dynamic markets require companies to be more adaptive, learn, relearn, unlearn, and involve more stakeholders. Trasnformation Skecth &#8220;The organization chart they never showed you&#8221; by Mar\u00eda Anes. Ilustrated by Andy Baraja. Transforming, after all It&#8217;s&hellip;<\/p>\n","protected":false},"author":1036,"featured_media":22108196,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22001328],"tags":[],"best_practice":[22001362],"authors_rel":[],"class_list":["post-22106996","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-knowledge-center","best_practice-agile-for-hr-en"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The organization chart they never showed you - Netmind<\/title>\n<meta name=\"description\" content=\"An organization begins to truly transform when it updates how power and authority are defined, exercised and changes its organization chart\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/netmind.net\/en\/knowledge-center\/the-organization-chart-they-never-showed-you-en\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The organization chart they never showed you\" \/>\n<meta property=\"og:description\" content=\"An organization begins to truly transform when it updates how power and authority are defined, exercised and changes its organization chart\" \/>\n<meta property=\"og:url\" content=\"https:\/\/netmind.net\/en\/knowledge-center\/the-organization-chart-they-never-showed-you-en\/\" \/>\n<meta property=\"og:site_name\" content=\"Netmind\" \/>\n<meta property=\"article:published_time\" content=\"2022-09-27T11:34:58+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-02-24T16:24:26+00:00\" \/>\n<meta name=\"author\" content=\"Maria Anes\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"The organization chart they never showed you\" \/>\n<meta name=\"twitter:description\" content=\"An organization begins to truly transform when it updates how power and authority are defined, exercised and changes its organization chart\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Maria Anes\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/netmind.net\\\/en\\\/knowledge-center\\\/the-organization-chart-they-never-showed-you-en\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/netmind.net\\\/en\\\/knowledge-center\\\/the-organization-chart-they-never-showed-you-en\\\/\"},\"author\":{\"name\":\"Maria Anes\",\"@id\":\"https:\\\/\\\/netmind.net\\\/en\\\/#\\\/schema\\\/person\\\/447cfa96a67692c79d7b599f9d5027d7\"},\"headline\":\"The organization chart they never showed you-EN\",\"datePublished\":\"2022-09-27T11:34:58+00:00\",\"dateModified\":\"2025-02-24T16:24:26+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/netmind.net\\\/en\\\/knowledge-center\\\/the-organization-chart-they-never-showed-you-en\\\/\"},\"wordCount\":361,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/netmind.net\\\/en\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/netmind.net\\\/en\\\/knowledge-center\\\/the-organization-chart-they-never-showed-you-en\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/netmind.net\\\/wp-content\\\/uploads\\\/2022\\\/09\\\/Mesa-de-trabajo-1-copia-4-4.png\",\"articleSection\":[\"Knowledge Center\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/netmind.net\\\/en\\\/knowledge-center\\\/the-organization-chart-they-never-showed-you-en\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/netmind.net\\\/en\\\/knowledge-center\\\/the-organization-chart-they-never-showed-you-en\\\/\",\"url\":\"https:\\\/\\\/netmind.net\\\/en\\\/knowledge-center\\\/the-organization-chart-they-never-showed-you-en\\\/\",\"name\":\"The organization chart they never showed you - 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