Most organizations have stuck with a legacy org structure where the functional silos are clearly defined. The challenge this kind of structure causes is to recognize and respond more quickly to the need for cross-functional and cross-silo projects and initiatives. The re-visualization of the org structure, functions, and roles should align with strategic objectives, not strict operational silos. This strategic alignment will mitigate cross-silo friction that results when competing priorities clash.

Strategic alignment of your organizational chart involves ensuring that the structure of your organization is designed to support your overall strategy and goals. This alignment ensures that the structure and roles within your organization are optimized to achieve your strategic goals. Here are some steps to follow:

Define your strategic goals: Identify the key objectives you want your organization to achieve. This could include increasing revenue, improving customer satisfaction, expanding into new markets, or developing new products or services. This will help you determine the roles and responsibilities needed to achieve these goals.

Assess current structure: Review your existing organizational structure and assess whether it is aligned with your strategy. Identify gaps or redundancies in your current structure and evaluate if any roles need to be added.

Identify key roles and functions: Identify the essential functions critical to achieving your strategy. Identifying these functions will help you determine the vital roles and responsibilities in achieving your strategic goals. This could include positions responsible for those significant strategic objectives like sales, product development, market expansion, customer support, or marketing.

Define roles and responsibilities: Once the roles and functions are identified, the roles and responsibilities for each position in your organizational chart need to be clearly defined. Ensure each role is aligned with your strategy and supports the critical functions identified in step 3.

Redesign the org chart: Use the information you’ve gathered to redesign your org chart. This may involve creating new positions, combining roles, or eliminating no longer necessary positions.

Consider future needs: Anticipate and ensure your organizational chart is designed to support them. Consider the potential impact of changes and disruptions in your industry, technology, economy, market makeup, and other factors that may impact your strategic objectives.

Communicate changes: Once you have finalized your new org chart, communicate the changes to the organization. Provide context for the changes and how they align with your strategic goals. Again, the danger is in under-communicating the changes, not in over-communicating them.

Review and revise regularly: Review your organizational chart to ensure it aligns with your strategy and goals. Monitor the effectiveness of your new org chart and adjust as needed. Periodically reassess your strategic goals and ensure your org chart is aligned.

By strategically aligning your organizational chart, you can ensure that your organizational structure supports your overall strategy and helps you achieve your goals. Strategic alignment of your org chart is not a one-and-done thing; it is an ongoing process of evaluating and adapting your organization’s structure to ensure it is optimized to achieve your goals.