Working in a Matrix Environment
Matrix Management - Climbing up Columns and Rows of Success
Matrix structures have been around since 1970’s in international organisations to reshape inefficient structures to support efficient project-based management. In theory, Matrix structures work brilliantly if implemented right. However, implementation of matrix structure has always proven to be a handful even for the best of companies. A single employee is meant to handle multiple projects which often concern with employees of different departments. This makes Matrix Management a challenge even for the most experienced and skilled professionals. If implemented right, matrix structures can help companies save huge amount of costs, time and help them grow radically.
Need for Matrix Management and Structure
- Matrix structures make sure that the focus lies on short term plans rather than long term issues and thereby, increasing efficiency.
- Matrix structures bring out the best in employees if done right. It gives employees a chance to show their productivity and experience of working on different tasks all at once.
- Management of a matrix structure often calls for more flexibility. Developing flexibility helps the employee as well as the organization.
- Any employee who works in a matrix structure is more prepared to deal with uncertainty which is a major part of any business venture.
- Matrix structure helps in bringing down the costs. A single employee can work on multiple projects. An organization can therefore make optimum usage of its resources.
Challenges in a Matrix Structure
Working in a matrix structure is potentially one of the biggest challenges that an organization and an employee can face in their career. Matrix management is quintessential for the success of organisations and employees equally. Some of the key challenges are listed below:
- Multiple reporting lines have high potential to cause conflicts, stress and confusion amongst staff. It also makes Prioritizing projects a tough task.
- Improper definition of roles can lead to lack of accountability.
- Matrix structures call for an escalated level of self-management. This is not possible for everyone.
- Constant reorganization often leads to loss of knowledge, experience and organizational know-how.
- Matrix structure can easily become ineffective if there is even a single manager who doesn’t have the required skill set to work in it.
- Overseeing performance becomes very difficult causing damage to those being evaluated as well to those who are evaluating.
A Brief Introduction to Our 6 Dimensional Diagnostic Framework:
- Individual vs. Group- In an INDIVIDUAL culture, connections between individuals are loose. Everyone is expected to look after him or herself and his or her immediate family. The task tends to take priority over any personal relationships whereas in a Group culture, there is a strong sense of unity and responsibility towards their colleagues. Group oriented cultures consider their colleagues to be an extension of their family.
- Flat vs. Hierarchy: This dimension measures the distribution of power and status amongst different levels of an organization. Flat organisations have equal distribution of power whereas in a Hierarchical organization, there is decrease in power distribution from top to bottom.
- Uncertainty vs. Certainty: This dimension measures the comfort of a culture with ambiguity in results or future. A Certainty culture would be most comfortable with clear situations while an Uncertainty culture will not be deterred by ambiguity in results or situations.
- Direct vs. Indirect: Our 4th dimension is a mean to choose the best communication type. A Direct mode of communication would call for clear cut verbal communication with transparency. An Indirect mode of communication consists of non-verbal communication with body language, eye contact, gestures, tone being critical.
- Monochronic vs. Polychronic: Polychronic cultures focus on the human transaction. For them, deadlines are just guidelines but something not worth damaging a relation. Monochronic cultures focus on the deadlines and finishing the task given on time. Time is a tangible component of their life.
- Task vs. Relationship: Task oriented cultures focus on tasks and its completion. Human relationships are not a requisite for them in business. Relationship oriented cultures focus more on relationships and would willingly do business with them even if this causes loss to them.
How Do Our Workshops Help?
Our flexibility in tailoring workshops which are of international standards according to your needs gives us the edge over our competitors and provides you with a distinct experience. Trainers at Crossroads-Global are highly experienced professionals who have worked in various capabilities for critically acclaimed organizations all around the world. We understand the demands of Matrix structure and have designed our workshop to provide you with the very skill set required to excel. Benefits of our workshops are:
- We help you accommodate your expertise and personal network to become more influential in the structure.
- Learn how to Prioritize and when to trade-off.
- We teach you how to construct performance matrices for managers and staff so that they align properly.
- We provide you with skills that can help you make your work environment healthy and supportive.
- Appropriate communication practices which help you facilitate better.
- We provide you with appropriate evaluation tools to identify pressure points.
Who Can Benefit from Our Workshop
In today’s competitive and interconnected business world, every individual and organization can benefit from our workshops. You will benefit from our workshop if your answer to any of the following questions is YES.
- Are you leading an organization which implements Matrix structure?
- Are you a Manager in an organization implementing Matrix structure?
- Are you an employee working in a matrix structure?
- Are you an individual who wants to face and more importantly excel in challenges which can boost your professional career?