Messy Matrix (#10)
More leaders do not necessarily mean more leadership
Happy Friday! 🔵⚪️🔴
In this edition of Friday Dots, I invite you to follow me into the Matrix. No, I won't be offering you a red pill 🔴 or a blue pill 🔵 like Morpheus did to Neo. Today's Friday Dots are inspired by several conversations I've had over the past couple of weeks with people working within matrix structures. One person shared the "thrill" of having four different bosses. Another vehemently blamed the matrix model as the key obstacle to running his business. The third placed great hope in a very creative matrix model, still in the making, aimed to achieve a transformational strategic change. I got puzzled and curious.
Structural change seems almost inevitable with any new leadership. I've yet to meet a CEO or Head of Transformation who hasn't changed the organisational structure upon arrival. Whether a minor tweak or a major overhaul, the org chart boxes always get reshuffled, even without a major shift in business strategy. The beauty of ANY organisational structure is that you can ALWAYS find compelling reasons to justify it. Too many management layers? Flatten the structure to get people doing more actual work and fewer managerial tasks. Too flat, with limited advancement opportunities and appeal for senior hires? Let's add back a few layers.
Any structural change is quick, visible, and often seemingly cost-free. For someone who commands it, there's no risk of being accused of indecisiveness. Few will openly challenge the change. Even fewer will assess its impact formally: while investment projects get thorough financial reviews, I have yet to see a company who systematically assesses the impact of structural changes. As one participant in my thesis research shared on moving from a business to a people role, "I was shocked at how little sophistication went into people decisions compared to investment decisions."
Matrix structures look beautiful. On paper. Almost as beautiful as the handwoven textiles by Sri Lankan artist and social entrepreneur Barbara Sansoni, exhibited at the National Gallery of Singapore earlier this year. In the 1960-70s, Sansoni transformed the traditional 'reddha' from a piece of attire into wall hangings, bedspreads, and museum-worthy art objects. Inspired by her diverse interests in modern architecture, drawing, and painting, she revived the handloom industry and empowered local women.
Matrix structures, also originating in the 1960s and 70s, may have lost their initial hype but still appeal due to their enhanced flexibility, cross-functional collaboration, and efficient resource use. However, while promoting its benefits, it's good to acknowledge the risks of authority confusion and recurring power struggles resulting from the dual lines of command, and keep in mind two crucial points.
The first is the WHY: why are we implementing this particular structure and how it connects not only to the overall business strategy but also to the Client experience. Balancing the conflicting objectives of scale & standardisation with flexibility & customisation might vary for each targeted Client segment. Where we draw the lines will require careful, ongoing review with strong feedback loops.
The second is that any structural change is immediate only on paper. In reality, it's a TRANSITION. Recent research I've found on transitioning from hierarchical to matrix structures highlights that early stages of the transition profoundly impact how people work together over time. This study outlines theoretical frameworks for leading such transitions and highlights the messiness of negotiating new leadership configurations. Interestingly, it concludes that more leaders do not necessarily mean more leadership; instead, it can create leadership voids.
In sum, developing a matrix organization is not like quickly churning out a machine-made fabric. It's more like weaving on a handloom: patiently untying knots, releasing tensions, and sometimes redefining patterns. It's messy but can be beautiful. And that's exactly what today's song is about.
Happy Friday! 🔵⚪️🔴