Matrix Leaders
Right at the very top of organizations the matrix structure may have relatively little impact – after all everyone still works for you!
This can lead to senior leaders and managers underestimating the degree of difficulty their colleagues face in making the matrix organization structure work.
The role of senior matrix leaders is, however, critical:
- They need to sponsor the matrix structure and at the same time make sure we only implement the matrix organization in areas where it adds value.
- Demystifying the matrix and communicating why it exists are critical.
- They need to remove political and legacy cultural barriers to the success of the matrix structure
- They need to manage escalation to ensure capability is built at the right level in their organizations
- They need to decide where to build the new networks and communities that make the matrix structure work
- And above all they need to provide clarity on direction – not the day to day detail but the direction that allows competing priorities further down the organization to be resolved in the interest of the organization as a whole.
Deeper into the leadership of the organization are the leaders who operate where the matrix reporting lines intersect, we call them the matrixed middle.
The matrixed middle are the people whose lives really change in matrix management. They have to manage divided loyalties and competing priorities on a daily basis. These daily dilemmas need new skills and the way they are resolved decides in practice how the resources of the matrix organization are actually used – in a real sense the matrix organization is led from the middle.
This is fine, provided we equip the matrix managers at this level with the knowledge, skills information and confidence to make decisions and manage in this complex environment, If we do not we tend to create a lot of escalation, delay and frustration.
Leading in the matrixed middle requires
- The ability to create alignment where it is possible, and flexibility where it is not.
- The ability to lead remote and virtual teams across distance, cultures, timezones and through technology
- The ability to influence, build networks and get things done without traditional line authority.
- Living with ambiguity – managing dilemmas and trade-offs
- Creating a “followship” style that enables the matrix structure to work
- Managing multiple bosses
- Empowering people in a distributed environment – who can I trust and how do I manage them
Listen to our podcast on matrix management - what is it? why use it? and what people management challenges does it cause?
We have experience, ideas and training tools and materials available to meet each of these matrix management challenges.
Based on the seniority of your audience and the way the matrix organization structure works in your company, we can quickly design specific matrix leadership training programs to build this capability.
Request a copy of our pdf document with an outline of our work in matrix management and a self diagnostic tool on skills for matrix management.
call us now to discuss your matrix leadership training needs.
