- The pandemic hit, everyone left to do home office or work from a remote location. Now some of them come back, some stay away, some come in sometimes .... Seems a little difficult to manage and clarity is needed!
- My team grew and grew - somehow the structure does not make sense anymore
- We are doing so many new things and hired new specialists, our structure does not reflect the needs or even reality anymore
- all these new specialists know their subjects much better than their bosses - how can I get them away from "Command & Control" leadership styles?
- We are ready for more "Frame & Trust" - but how and where to set these frames??
- How can I help my team to be better connected and stay that way? Inside and to the outside ...
- Why can't the way we organize develop together with what we do?
- The job descriptions that we have today have really no meaning at all. We use them once for hiring and then never again. Why can't they develop with the work and the people?
- Our (sub)departments are not helping us in our daily business. Can't I just "delete" them?
- We are bad at managing projects and clarifying roles and responsibilities. How and where can we define and live all that?
- Do I really need to create a new level in the hierarchy pyramid?
- Or: We definitely have too many hierarchy levels! What can we do?
Well, I have heard these and similar questions over and over again, which made me think 2 things:
a) We need new ideas for structuring teams and
b) We need a good tool to do that!
in mytpt ...
... all necessary roles, teams and connections are built and developed.... everything you discuss about "who does what" is always documented. ... all team members can check what is expected from them at all times.
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