How to Use Future Org Charts to Accelerate Your Growth

Have you envisioned your company’s Org Chart for the next year? How about three years down the line? 

Last week, we discussed the importance of staying ahead of the curve by always planning three years ahead for our team. As leaders, our primary responsibility is to crystallize our future vision and guide our team towards that destination. Crafting your organizational chart is not merely a snapshot but a roadmap for your company's growth.

In my frequent engagements at events and leadership conferences, I always carry three sheets of paper with me. One outlines the current organizational structure, the second depicts the projected structure in one year, and the third illustrates the envisioned structure in three years. Regularly updating these charts ensures alignment with our evolving business needs.

The future org charts encompass both existing roles and potential positions necessitated by growth. 

While these projections are based on current information, they are subject to change as the business landscape evolves. The exercise here isn’t about being all-knowing, and getting it perfect; it’s simply about having a rough idea as to where you likely need to focus your hiring & internal promotions efforts, over time. On both your one-year and three-year charts, you should include positions you already currently have, and also positions that you’ll need to add by that point. 

The color-coded system I employ—green for potential growth, yellow for uncertainty, and red for divergence—helps prioritize future staffing decisions.

• Green - If I’m listing out a position we currently have, then on the future chart, I will write down the person’s name that currently sits in that seat, yet with one big caveat: I will write their name using green ink if I think this person is likely on the growth trajectory to be qualified for that same role, in the future, as the company gets bigger.  For instance, I could have a Director of Operations at a 10-person company, yet that same role requires a very different skill set, once the company is at 100 employees, and in many cases, the person who can do the role currently, isn’t necessarily going to have the capacity (or even interest,) to do the role as it dramatically grows and evolves over time. Green ink means I believe this person can likely grow into who they need to become to stay in the seat.
• Yellow - Yellow ink means the jury is still out, and while I likely see some strong characteristics in the individual, it will be up to them to invest their time and energy into growing towards becoming what the role will need in the future.  They may or may not do that, so yellow ink reminds me to not rest on my laurels, and to identify other potential candidates, both internal and external, that could be potential fits for the role.
• Red - Red ink means the person currently in that role is unlikely to stay in that same role in the future. This doesn't necessarily mean they aren't bringing enough value to remain at the company. Red will most-often depict someone who will change roles based on their current results and development plans. This could be a promotion or moving to a different role that better utilizes their skillset. For each role, even those that I have a person’s name written in green, I will also list out the names of individuals in the company that I believe could potentially grow into becoming what that future role needs.

This process serves several purposes:

1. It ensures proactive consideration of job role openings, preventing last-minute scrambles for suitable candidates.
2. It facilitates the training and development of high-potential associates, ensuring they are prepared for future roles and responsibilities.
3. It provides a framework for offering specific hypothetical job promotions to talented team members seeking increased income, opportunities, or responsibilities.

Moreover, it's crucial to identify and develop internal talent for future roles. This proactive approach not only prepares individuals for advancement but also ensures continuity in leadership positions. While discussions about potential roles may occur in one-on-one meetings, it's essential to underscore that advancement hinges on individual commitment and development.

Remember, organizational planning is NOT an exact science!

Consistency in this exercise provides a framework for strategic decision-making, fosters employee development, and communicates future opportunities to your top talent. By demonstrating a commitment to their growth, you reinforce their dedication to the company's success.

Now, let's delve deeper into the importance of each step in crafting your organizational chart.

Step One: Envisioning the Future

Before you can plot the course, you must have a clear vision of where you want your company to be in the future. This involves considering factors such as market trends, industry shifts, and internal capabilities. By articulating this vision, you provide your team with a sense of direction and purpose.

Step Two: Strategic Planning

Once you have a vision in place, the next step is to develop a strategic plan to realize that vision. This involves identifying key objectives, determining the resources needed, and outlining the steps required to achieve your goals. Your organizational chart should reflect the strategic priorities of your business and allocate resources accordingly.

Step Three: Identifying Talent

With your vision and strategy in place, it's time to identify the talent needed to execute your plan. This involves assessing the skills and capabilities required for each role and identifying potential candidates within your organization. By nurturing internal talent and recruiting external candidates as needed, you ensure that your team is equipped to drive success.

To summarize, crafting your organizational chart is a critical aspect of strategic planning for your business. By envisioning the future, developing a strategic plan, and identifying talent, you set your company up for long-term success. Remember, organizational planning is an ongoing process that requires adaptation and flexibility as your business evolves!