Introduction
Matrixed organizations have become the norm as companies globalize and seek greater agility and innovation. Notwithstanding the potential advantages, such as an opportunity to share resources and expertise more quickly across borders and functions, matrixed organizations can have significant drawbacks. In fact, many of us work in matrixed organizations where (1) reporting lines are unclear, (2) multiple priorities compete, (3) loyalties are divided and conflicting, (4) confusion about responsibilities, roles and goals is common, and (4) team leaders lack traditional authority to get things done.
Not surprisingly, the skills required to expertly navigate a matrixed organization are different than those required to succeed in the traditional hierarchical model. Moreover, leaders who lack the required skills tend to find matrixed roles frustrating as they must constantly influence and work through others to get things done. Success requires among other things, empathy, conflict management, influence and self-awareness.
This collection of material is intended to educate advancing leaders on how to better navigate matrixed organizations, and to build an executive toolkit for success. Success in a matrix requires leaders to learn how to build consensus around a common purpose, deliver collaborative solutions, develop better understanding of their counterparts’ perspectives and their customers’ mindsets, and, last but not least, summon the patience needed to manage the complexities of the matrix.
You can use this collection of resources and tools as you navigate your current organizations as well as support new leaders to increase their odds of success through awareness and training.
1. Matrix Leadership Checklist
The checklist provides a summary of the key ideas and considerations you need to keep in mind when working in a matrixed organization. Copies will be available during the in class presentation and electronically.
2. FAQs
The FAQs provide high level responses to the initial questions raised by the CEMBA 2020 cohort. Such FAQs are not meant to be comprehensive. Rather, they are guideposts. The other readings and videos etc. provide greater depth.
3. The Basics of a Matrix
A matrix organizational structure is very different from a traditional hierarchy. These articles provide a comparison of the two structures and identify key differences that need to be understood.
Matrix v. Traditional Hierarchy: https://www.mckinsey.com/business-functions/organization/our-insights/revisiting-the-matrix-organization
Advantages & Disadvantages: This short article describes the basics of a matrix organization and gives a high level of advantages as well as disadvantages of having the structure. Such basics are a helpful tool for new and tenured leaders as not all businesses should choose to embrace the matrix structure. https://smallbusiness.chron.com/advantages-disadvantages-matrix-organizational-structures-business-organizations-26350.html
4. How to identify and overcome key challenges of a Matrix
A Transition Example from McMurdo Group: Succeeding in a Matrix Organization provides a short account of how one marketing leader used priority clarification, face to face communication and some level of standardization to navigate the complexity of a global matrix marketing team. https://www.youtube.com/watch?v=TXG9-VRrZx8
Prevention of key pitfalls: Video outlines prevention tactics to address key pitfalls when new horizontal structures are added, such as an increase in meetings, delays in decision-making and lack of accountability. In a nutshell, finding a balance between connectivity and effectiveness can be a leader’s lifejacket. Video also speaks to how a lack of accountability can mask a bigger challenge of leaders not having enough confidence to get things done unless they have direct control. https://www.youtube.com/watch?v=iKArFiYfXWQ
Diagnosing, Treating and Preventing: This Harvard Business Review article lays out how to diagnose, treat and prevent many of the issues and challenges that can arise in matrixed organization (such as tendencies towards anarchy, power struggles, groupitis, collapse during economic crunch, excessive overhead, uncontrolled layering, navel gazing, decision strangulation, etc.) Armed with an understanding of the potential issues and ways to prevent or manage through the same can better position a leader for success. https://hbr.org/1978/05/problems-of-matrix-organizations
5. New Skills Needed to Succeed in a Matrix
The skills that leaders need to succeed in a traditional hierarchy are often not enough to help them succeed in a matrix. Succeeding in a matrix environment provides an outline of the 5 Essential Skills (building trust, influencing others, understanding and appreciating differences, managing conflict and having constructive conversations) that can help a leader deal with the ambiguity, gray and lack of structure that might exist in a matrixed organization. https://www.youtube.com/watch?v=dE1uFzvNaYg
6. Effective Team Organization and Leadership in a Matrix Team Organization
Team Organization: Many of these “9 ways great companies organize teams” are good ideas for matrix organizations. https://www.fastcompany.com/3000584/9-ways-great-companies-organize-their-teams-success
Managing Effectively in a Matrix: Article outlines 4 key competencies for successful matrix leaders (empathy, conflict management, influence and self awareness), as well as tactics and strategies for team development. https://hbr.org/2012/08/become-a-stronger-matrix-leade
Leading Without Authority: https://www.trainingjournal.com/articles/features/leading-without-authority-key-success-matrix-organisation
7. Ted Talks This Ted Talk
focuses on simplifying the various matrices that are created in our organizations in order to address issues of decreased productivity and low employee engagement (and sometimes active disengagement despite the proliferation of company effort in training, events to bring people together, etc). For matrices to work, produce impactful results, leaders must focus on the interplay/cooperation of the different parts. Singular focus on the following cultural transformation pillars are insufficient: hard pillar – additional structures, systems and processes and soft pillar – interpersonal relationships and feelings, etc. The simple rules to Smart Simplicity outlines at 7:35 minute mark of Ted Talk (mutual understanding, empowerment, fostered reciprocity, rewarding cooperation, encouraging transparency, etc). https://www.ted.com/talks/yves_morieux_as_work_gets_more_complex_6_rules_to_simplify/discussion
8. getAbstract collection
getAbstract provides a set of book summaries aimed directly at the transitioning leader. Review these summaries to get you started on navigating the matrix environment:
- Making the Matrix Work – Hall: https://www.getabstract.com/en/summary/making-the-matrix-work/19806?u=the_auto_club_group
- Master the Matrix – Finerty and Kraemer: https://www.getabstract.com/en/summary/master-the-matrix/29792?u=the_auto_club_group
- Exponential Organizations: Why New Organizations Are Ten Times Better, Faster, and Cheaper Than Yours (and What to Do About It): https://www.getabstract.com/en/summary/exponential-organizations/23451?u=the_auto_club_group
- Organizing Genius – Biederman and Bennis: https://www.getabstract.com/en/summary/organizing-genius/2569?u=the_auto_club_group