Organizations are Rubik’s Cubes. A leader cannot twist one side of the cube without affecting the others. By identifying 8 Stumbling Blocks and replacing them with 8 key Building Blocks, Mastering the Cube lays out a comprehensive and definitive approach to engaging key leaders in orchestrating complex change and building an organization that works.
Following the metaphor of an organization as a Rubik’s Cube, we have identified 8 common, but misguided moves of organizational change. These are Stumbling Blocks. But for each of these we offer an alternate move, or Building Block. These are solid principles or methods for leading organization alignment.
Concentrating mostly on redrawing the boxes on the organization chart
Selecting a new organization structure from a limited set of templates.
Limiting the work of organization design to just a few high-level leaders.
Aligning an organization to top talent.
Hastening through alignment to get on with the real work of leadership.
Believing that organizations cannot increase revenues and reduce expenses at the same time.
Offering simplicity to customers without adapting the enterprise accordingly.
Striving for a perfect organization, once and for all.
Vetting all facets of the enterprise for their alignment to strategy.
Creating a unique, customized organization structure.
Involving key leaders and experts throughout the organization.
Aligning talent to strategy.
Recognizing that alignment is among the most crucial work done by leaders.
Using alignment as a tool to accomplish both growth and savings goals.
Offering simplicity to customers while managing complexity in the enterprise.
Maintaining alignment in a smooth and ceaseless flow.