How can organizational design help with talent shortages?

1.8k views4 Comments

CIO / Managing Partner in Manufacturing, 2 - 10 employees
We do a skills matrix on my IT operations team to identify which skills we need to cross-train and cross-pollinate on. It's becoming more difficult as the rate of change and the rate of demands increase, so it's good to have a primary and secondary for your various applications and technologies.
CIO Strategic Advisor in Services (non-Government), 2 - 10 employees
Leaders should try to create a depth chart for their organization. It's a strategy used in football, where you look at the makeup of your team in terms of skills. For example: I have a quarterback, a backup quarterback, and the third string quarterback is not so good, but could fill in a pinch. We would create a depth chart like that for my organization, but it's not that common.
Chief Enterprise Architect in Finance (non-banking), 10,001+ employees
Organizational design is like system design, so think about single point of failure (SPOF) resiliency and how you can create a resilient organization. You might not have it on day one, but if you don't think about it, you'll never have that resiliency designed in the organization.
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Advisor | Investor | Former CIO in Services (non-Government), Self-employed

In the absence of enterprise architecture, you run the risk of a free-for-all, which creates so many SPOFs in your environment. So there’s real value and merit in having that enterprise architecture discipline within your organization. It won't prevent attrition, but it can minimize its impact. 

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CTO in Software, 201 - 500 employees
Without a doubt - Technical Debt! It's a ball and chain that creates an ever increasing drag on any organization, stifles innovation, and prevents transformation.
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