I was reflecting recently on how stark the differences between teams can be and how often you can pick up on those differences within seconds just by asking someone how things are going. You can feel it. The words they use are different. The way they describe their work tells you almost everything.
Loved this breakdown! I’ve been on all three types too—and honestly, I got tired of trying to “save” Team 2 and Team 3 setups. The truth is: not every team can operate like Team 1, mostly because they lack clear, aligned, and committed goals.
That’s exactly why I’ve spent the last few years evolving my work around Team OKRs. Team 1 is the way to go—and with the right focus on alignment and outcomes, it’s possible to get there. I’ll be sharing more here on Substack, but the full story is already in my new book, now available on Amazon.
This is a very fascinating analysis of the three org designs / operating models.
What's funny is that it almost coincides with the three Org Topologies: resource. delivery and adaptive as per https://www.orgtopologies.com/.
What would you recommend for Team 2 and 3 do to shift to Team 1 gear (or cycle as you said in your article)?
Your texts are wonderfully summarizing everyday examples. Keep writing so pointed.
Loved this breakdown! I’ve been on all three types too—and honestly, I got tired of trying to “save” Team 2 and Team 3 setups. The truth is: not every team can operate like Team 1, mostly because they lack clear, aligned, and committed goals.
That’s exactly why I’ve spent the last few years evolving my work around Team OKRs. Team 1 is the way to go—and with the right focus on alignment and outcomes, it’s possible to get there. I’ll be sharing more here on Substack, but the full story is already in my new book, now available on Amazon.
Wow! Somebody actually articulated this itself is overwhelming!