Changing your organizational structure sucks. There. I said it. Helping companies change their structure is the work I do every day. If I didn’t know what I know now, I’d wonder, “Why would anyone want to do it?” Changing your
If I were to ask you — “How are you instilling a culture of speed, accountability, and teamwork as your organization scales up?” — how would you respond? This is a critical question. On the one hand, you want to
I’m writing this short article for any manager who is looking to make a new hire or is considering someone for a promotion. There are four criteria you should be basing every new hire or promotion opportunity on. Time and
I saw this image circulating around social media last week and I had to roll my eyes: It’s not because I don’t believe in the values of “new management” thinking. Quite the contrary. It’s that making the shift from “old
Should you run a top-down or a bottom-up organizational design? Choosing “top-down” means giving the roles at the top of your organization significantly more control over key decisions than those lower in the hierarchy. Choosing “bottom-up” means having little to
In a recent New York Times interview, Tobi Lutke, CEO of Shopify, used the term “trust battery” to refer to something that we’re all familiar with but we may not always articulate well: monitoring the current level of trust between
… Take away his incentives…wait…whaaaaaat did I just say? Let me explain. One of the key concepts of Organizational Physics is that growing your business from the Nail It to the Scale It stage usually requires a change in organizational
“We believe that the future standard for all executive teams will include a head of Customer Success who’s on the same level as the head of Sales, Marketing, and Demand Generation.” – Aaron Ross If you run a software-as-a-service (SAAS)
I earn my living as a scaling coach to expansion-stage companies. One of the advantages of my position is that I get a deep, inside look into different industries and businesses. While no two situations are exactly alike, I have
Let’s build your high-performance organization together.
Organizational Physics® empowers CEOs and leadership teams to scale with clarity and confidence. By applying universal principles and proven frameworks, we help organizations improve internal performance, accelerate growth, and build resilient structures for the long term.
© Copyright Organizational Physics Inc.