The Organizational Chart You Need

Companies invest an insurmountable time in their Organizational Charts.  They are a badge of honour showing who reports to who and how the order of things come to be.

As soon as we start our careers, the goal becomes a game of trying to get from the bottom to the top.

Or so we’re told.

But the org charts have it all wrong, everyone “above” you, all those “channels” of communication, are not what you need to progress, they are what others need you to follow so they can progress.

Not sure what I mean?

Grab your current org chart, take note of the names of the people, but forget their titles.

Now take this org chart below and write in the names of the people that correspond to that skill set.


Now compare.

They’re different, aren’t they?

The people that are doing all the Informal Leading, Early Morning Problem Grinding, Creating and Doing all that needs to be done don’t line up with what’s being present to you.  Your current Manager might not be someone who is a great Leader and the person that handles all the support calls is the one who really has their finger on the pulse of what customers need today and in the future while you the developer, you’re constantly trying out new APIs and SDKs to make the product better – because that’s what you do – you’re a Maker.

All of this is okay.  Organizational charts aren’t built around the skills and potential, they are built around titles (solely built on titles).  But now you know who these people are and now the onus is on you to seek them out, establish a relationship with them, learn from them because these are the people that are going to help you grow, help you develop and help you become the person your team needs you to be.




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