HW#4: Feedback – Organizing the High-Technology Enterprise (CH #3)

Article Title: 12 Ways to Make Matrix Organizations More Effective

Key Points and Feedback:

Author George Bradt begins this article by stating that the key to matrix management success
lies in an organizations culture as “the only sustainable competitive advantage”. He establishes
three key components of an organizations culture as the following:

Key point A: Everyone within an organization must know and understand what and why the core
values are defined the way they are.

          Core values are most effective when people who work to uphold them have enough
understanding to implement them in every aspect of their job. I believe it is very important to
make sure that all team members are on the same page to ensure they are all working towards the
same goal.

Key point B: Attitude is about choices which are made based on an organizations overall
strategic plan. Choices drive the definition of the matrix and direction that efforts will be aimed
towards.

          I agree that attitude can impact choices made in a company’s organization. Attitude shifts
can quickly pull attention from one area to another, resulting in different levels of performance
ranging from high quality to mediocre.

Key point C: Relationships and behaviors directly impact the balance of focus and collaboration
which is key to success of matrix organizations.

          I interpret this point as putting an emphasis on the importance of each team developing in
their area of expertise while maintaining a healthy collaboration with other teams. No team can
operate without the other and together they are capable of making well rounded, informed
decisions with useful insight from several areas of strength instead of relying on one specialty.

              

After defining these three key components of an organizations culture, Bradt focuses in on 12
points to improve a matrix organization. Used properly, these tools are meant to help lead
company’s to success. The first set of 4 tips are categorized as “Shared Targets and Clear
Accountabilities”:

Key point 1: Everyone must understand why a matrix is set up the way it is and what the benefits
are for them personally.

Key point 2: Leaders must be accountable not only for the goals of their team but for the overall
targets of the company as a whole.
          I think it is very important to have the ability to look at the company from a ‘big-picture’
perspective. It is easy to lose sight of the overall objectives of a large company directive if a lead
only focuses on their teams individual hurdles.

Key point 3: Balance is necessary between team informalities and consistent reviews of progress
and results.

Key point 4: It is essential to ensure clarity of how the structure of a matrix organization will
function in the decision-making process.

Defining clear lines for the team to follow is a good way to avoid conflicts and frustrations
which often arise when team members are unsure what is expected of them. The next set of 4
keys to success are categorized as “Live Team Interactions”:

Key point 5: Live team meetings with full leadership present is necessary at minimum once a
month.

Key point 6: Informal but deliberate meetings with the CEO and operating leaders should be held
every 3-4 months.

Key point 7: It is necessary to encourage leads and their teams to spend 1 day together within a 6
month period.

Key point 8: Cross matrix celebrations should be held as frequent as required.

          I believe that these in person interactions are key to keeping everyone on the same page
and maintaining a cultural standard. It is also a great way to keep the overall goals and directives
at the forefront of each teams minds. The final group of tips are categorized as “Team Building
Behaviors”:

Key point 9: One-to-one contact to avoid stiff written communication.

Key point 10: Spot and stop political personalities from trying to leverage situations.

Key point 11: Recognize that the team is a collection of teams all with different, necessary
strengths.

Key point 12: Define, expect and intentionally coach behaviors that are needed to succeed in the
matrix organization.

          These last points are really focused on encouraging a team attitude. Leaders must
extinguish any politics that try to sneak their way into their team dynamic and foster growth of
healthy relationships. It is also important to recognize and appreciate the strengths of individuals
and different team units.
In summary, matrix organizations can be successful when values are clearly defined, attitude
positively influences choices and inter-team relationships are nurtured. A lead should focus their
efforts on a big picture approach to goals and keeping accountability. They should also
encourage positive person to person team interaction to build a strong working organization
which appreciates its different strengths and is on the same page.