What we find in organisations that can learn or have a learning culture is that teams and units work well because they can learn and adapt. As a result, they do not need to restructure. What they do need, though, is to be refreshed with new members or new responsibilities. However, the successful managers never confuse a restructure, a structural change, with double loop learning, a way of working.

Read More . . .
As complex entities, teams explore why they succeed and what needs to be changed to maintain that success. By contrast, most managers and most organisations focus on single loop learning so they turn to restructures in the hope that they will achieve double loop learning and changed ways of working.

Culture eats your structure for lunch

Peter Drucker allegedly said that culture eats strategy for breakfast.  If strategy is for breakfast then your structure is for lunch.  Culture will overcome any structural chart or any r…