New Series: Organizational Design, Behavior, and Change
Today I am starting a new series on organizational design and behavior and the very difficult process of creating organizational change. To some extent this is a return to my roots on this blog, and to some extent it is an admission that I have no desire to hover around my computer for enough hours in the day to keep up with the incredibly rapid news cycle the Trump Administration is driving.
But that does not mean I intend this to be irrelevant to current politics. At the core of a lot of what is hitting the news – DOGE investigations, government headcount reductions, government employee accountability – are issues of organizational design and behavior and of how organizational change can be managed. Most of the media discussion of current actions by the Trump Administration is not at all informed by any reasonable assumptions about how organizations work or how they can be improved.
To some extent I started this series out of order, beginning with a post on downsizing before I ever thought of this as a series. I realized after I wrote that post that I wanted to take a step back and cover more background first. In my next post I shall embark on the series, starting first with incentives and performance measures.