It was a long journey of trying to understand what organisational structure is best for dynamic growth, experiments, agility and change. While trying to understand how it might work had tons of discussions inside my team and series of disconnected posts validating ideas gathered from various sources about principles and challenges:
- Value structure – showing benefits of different type of organisation in numbers
- Organizational design – problems – explaining what type of problems are introduced with hierarchical growth and why functional departments are not good.
- Org. design: value structure Highlights from my presentation where i try to explain why do we need value oriented structure in the company
- Network structure – latest explanation why and how to turn into value structure
- Skillset and responsibility – how are they different?
But all these were kind of separate notes and most often feedback can summarized into this – “ok, seems reasonable. but what should I do? How my team should act from now on?”
Within our work group we made a decision to write down everything on paper and use it as a starting point for our continuous journey. We call it – POD framework.
Some things to keep in mind. Framework doesn’t describe exact roles with units (product managers, developers, analysts, marketers or whoever is needed) or even how to implement it exactly. Framework sets boundaries and principles how growing organisation must work and what is needed for healthy growth and collaboration.
Will continue sharing main aspects of framework in a series of posts, but you can find a link to whole description at the end of the post. Feel free to comment. So, here we go…
The cross-functional development team has members of all skills needed to complete particular tasks, which is obviously a great approach comparing to the component teams. Normally component teams focus only on software development, and leave other parts of product development (pre-development and post-development stages) less attended.
PODs extend development teams with additional skills needed to deliver value to the identified client (differs from POD to POD i.e.: feature PODs can have client support people).
All members of POD are focused to deliver particular value, and not reaching its own goals that do not always relate to end-user value.
The benefits of it are rapid value delivery due to clear understanding of what and why is valuable and for whom, reduced dependencies, partnership behaviour and increased product quality due to dedicated focus and straightforward communication and feedback. Communication between PODs is based on partnership and value delivery for Company
p.s. Pod framework v 0.1 – https://docs.google.com/document/d/1R1rNqG-14OhI55vVJNuXAVzz0erxZVLosyU7AcGdzAg/edit?usp=sharing
Feedback is welcome