#davesdailychallenge (60): Organizational Models. There is no such thing as one “correct” design to the model of any organization. A hierarchy works extraordinarily well for maintaining predictability and repeatability. Tasks such as planning become simpler and easier and large groups of people are more orderly from the top down. This is why most military organizations use this model. It works for them. However, even though some hierarchy exists, you would find that some of the elite, and generally very small, special operations teams are characterized by much more autonomy and trust as well as a flatter model. The problem pops up when a “one size fits all” approach is applied to organizations which require completely different models. Let’s take an entertainment/creative organization. It could be a video game company or a movie studio for example. These types of organizations are filled with some extraordinarily intelligent, innovative, and creative people. If you take that type of an organization and force a hierarchical model on them where they are forced to sit at their desks from 9-5 you will obliterate their value. Similar to yesterday’s challenge, if you want your organization to flourish and to be performing at a high level you must sow the seeds of that success and not succumb to instituting inaccurate, and downright harmful, organizational models into your team that needs something different from you. Instituting these kinds of changes, especially if you’re not incentivizing them as a leader, can be very difficult and you should expect push back from those unfriendly to any type of change. It is, however, worth it in the long run because your team will be able to flourish in a model that fits their needs. Take off the shackles and watch people take off…good luck!