“The achievements of an organization
are the result of the collective effort of each individual.”
_Vince Lombardi Football player and coach

Organization

Innovating Health has an organic corporate structure. It is our resource for creativity and innovation. With the meeting organization, we bring a traditional element to the organic structure that balances agility and control.

Author: Jon Boner; for reasons of better readability, the author uses the generic masculine form. All personal references include all genders.

Every company needs an organizational structure—whether they realize it or not. The organizational structure determines how the company delegates roles, tasks, authority, responsibility, and decision-making authority. Organizational structures often show the “chain of command” and how information flows within the company. Having an organizational structure that is consistent with the company’s goals and objectives is critical. This article describes our organizational structure. I assume that the organizational structure shapes the culture of a company just as the structure is shaped by the cultures of the initiators. The structure should show us how we work together and interact with each other. And it should help us stay innovative. Innovating Health—the name is an incentive and commitment to maintain a constructive atmosphere by making us feel comfortable and willing to go that extra mile necessary to be innovative and to achieve our goals.

An organic structure

At its core, an organic structure is designed to encourage innovation and improve adaptability to change. The approach recognizes that in the fast-paced and complex business world we are placed in, rigid hierarchies hinder creativity and responsiveness.

Unlike vertical structures, the organic structure facilitates communication between all employees. It is the most complex, but can also be the most productive. Although it can be difficult to figure out who has the final decision-making authority, it promotes an atmosphere of participation and empowerment with a sense of ownership and responsibility for the creation and decision-making. The structure is cost-effective, reducing the need for middle managers.

Core concepts of organic structure

To understand organic structure, it is important to look at its core concepts:

Decentralization

Definition: We distribute decision-making authority rather than concentrating it at the top.
Feature: Decision-making is located at the "point of action" in everyday processes; employees are empowered to make decisions that are consistent with the organization's goals; these are defined by the meeting organization.

Flat hierarchies

Definition: Our structures have fewer hierarchical levels, which leads to short chains of command.
Features: Employees have autonomy, direct access to leadership and incentives to collaborate.

Cross-functional teams

Definition: People from different areas or functions form teams that work together on projects or initiatives.
Features: Cross-functional teams arise spontaneously or are deliberately formed; different perspectives broaden the background for tasks and goal setting; knowledge sharing increases individual competence and contributes to general understanding.

Open communication

Definition: Open communication means the free flow of information and ideas at all levels of the organization.
Features: Transparent and open communication channels enable feedback, ideas, concerns and contribution to decision-making.

Adaptability

Definition: Innovating Health's ability to respond effectively to internal and external changes.
Characteristics: Our corporate structure is designed to respond agilely to changing market conditions and to use new opportunities innovatively.

Importance of the organic structure

The importance of the organic structure is given in several contexts:

For the organization

Agility: The organic structure improves our agility so that we react quickly to market changes and evolving customer needs.
Innovation: Open communication and cross-functional collaboration promote innovation and creative problem solving.
Commitment: Decentralization and flat hierarchies strengthen self-esteem, job satisfaction and commitment.

For management

Our leadership style is basically coaching. By working together, we develop ownership, competence and skills throughout the organization.
Adaptive coaching that guides us together through change and uncertainty.
Hybrid structure: With the meeting organization, we bring a traditional element to the organic corporate structure that balances agility and control.

Conclusion

The organic structure represents an advanced approach to organizational design that emphasizes flexibility, innovation and adaptability. By decentralizing decision-making, promoting open communication and encouraging cross-functional collaboration, we can succeed in a rapidly changing business landscape. We empower our teams to deliver excellence.