Matrix Management and the Matrix Guardian
Does your matrix structure need a “Matrix Guardian?” A “Matrix Guardian,” also known as a “Matrix Manager,” is an individual whose job it is to see to it that the matrix structure is functioning effectively and efficiently, and that the principles of matrix management are being applied correctly and fairly. The Matrix Guardian ensures that “good hygiene” is being practiced throughout the matrix structure.
Some of the key functions of the Matrix Guardian are to:
- Serve as a technical resource to staff, managers, and executives on matrix management practices and issues
- Conduct periodic inspections to ensure that key matrix success factors such as role clarity, process clarity, are in a state of continuous improvement
- Function as an ombudsman or arbiter in working through a variety of emerging issues such as chronic staff overwork/underwork or boundary disputes, for example
- Provide a long-range strategic perspective on the structure and assist in its evolution over time
Consider designating a Matrix Guardian under these circumstances:
- During matrix management’s early implementation or revitalization
- When there are challenges of intense internal politics or significant resource skirmishes
- When there are persistent concerns related to trust and fairness
- When you want to accelerate and fortify institutionalization of matrix management in a larger organization
How do you staff the Matrix Guardian position successfully? Ideally, the position should be staffed by someone who is thoroughly trained and experienced in matrix management and who is regarded as fair and approachable. The Matrix Guardian should be both mature and discreet—a person with whom people at all levels can converse candidly without fear of hearing their words echoing in the hallway or being communicated to “the boss” when confidential or low-profile problem-solving was the primary objective of the conversation.
One of my first matrix management consulting assignments was that of rehabilitating and re-strengthening a matrix manager in whom R&D personnel had lost trust. Up until the turning point when trust soured, the individual had been very effective in playing the role of Matrix Guardian. The rehabilitation project was a success. This assignment reinforced in my mind the valuable role that a Matrix Guardian can play—when the role is played effectively and when trust is building rather than eroding.
For help with your matrix, please email me at info@strategicfutures.com or call 703/836-8383.
A Key Benefit of Matrix Management: Scalability
Why are more organizations choosing matrix management? The answer that we are hearing most frequently relates to scalability. Often, the objective is to add new locations that are functioning as intact horizontal matrix teams. Sometimes the objective is to be able to scale up and add new projects.
These organizations want to be able to expand their operations without having to do a new restructuring every time that they increase the number of locations, number of projects, or other indices of growth.
The good news about matrix management is that it allows such modifications without having to alter the structure or add considerable overhead as part of the expansion process. Most of the time, new locations or new programs can be added without any adjustments to the vertical organization.
As an organization moves to matrix management—prior to an expansion of locations, projects, or other dimensions—employees cannot reasonably be expected to understand immediately the need for the structural shift. Until expansion has actually occurred, they may instead perceive the move to matrix management as an addition to overhead or superstructure. It is important to explain to employees the benefits sought from the move to matrix management and to offer this explanation plainly and repeatedly. Don’t assume that because you understand the reasoning for the structural change that anyone else will.
Also, don’t assume that explaining it once or twice will do the trick. It won’t. Many employees will adopt the Missouri “Show Me” attitude and won’t understand the motives behind the move to matrix management until real expansion has actually been executed. Thereafter, the reason for the change will have been clear to them all along!
In summary, a key advantage of the matrix structure is that you are able to “snap on” a new horizontal team or any number of teams; up to a point; train up the team members; and then go “live” immediately.
More and more, scalability is what our clients are seeking when turning to the matrix structure. While there are other significant benefits of the matrix structure such as maximizing resource utilization, solving complex problems, achieving a flatter organization, and achieving cross-functional synergy, the advantage of scalability is driving many decisionmakers to opt for matrix management.
If you need consulting or training help with your transition to matrix management, please call me, 703/836-8383 or email me at info@strategicfutures.com.
Matrix Management and Career Advancement/ Job Search
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Matrix management-related developments are monitored closely here at Strategic Futures. One good source of information is Google Alerts, a resource one can access and subscribe to on www.google.com. Google Alert–Matrix Management is increasingly displaying job vacancies where the applicant is expected to have experience managing or working in a matrix environment.
Indeed, we can’t help but observe that more and more companies are moving to matrix management. There are significant employment and promotional opportunities available to those who can represent fairly that they are ready, willing, and able to work in a matrix structure.
A jobseeker or someone looking for career advancement may have the requisite technical skills for a job vacancy but may lament that s/he doesn’t possess extensive matrix management experience–or perhaps none at all. What to do?
First, let’s consider that you may well have relevant experience and not know that you do. Have you worked on a cross-functional team where you were collaborating with people drawn from disciplines other than your own? This may have been in pursuit of a specific goal, performance of a specific project, or the satisfaction of a particular customer’s requirements. If so, you are part of the way there. Have you worked successfully on multiple projects at once? If so, this is something to emphasize!
Cross-functional collaboration is at the heart of any well-designed and managed matrix organization. Seeking out the productivity- and profit-building synergies that are expected from such collaboration is the strategic companion to the matrix structure. If you are able to talk about your contributions to results achieved from such cross-functional effort, you already have your foot in the door.
On the other hand and as you might expect, there’s more to it than that. When multiple cross-functional teams pursue shared objectives using shared resources, things get a bit more complicated and your ability to work through and with these complications is what the employer is seeking. There are specific roles that are played by participants in the matrix structure. There are also rules and tools that you need to know.
One way to get over this employment screening hurdle is to indicate that you have worked on cross-functional teams (if you have) and/or on multiple projects at once, and also to indicate that you have familiarized yourself with the structure and dynamics of a matrix organization by reading pertinent literature. You might want to order one or two of our booklets, namely Life in the Matrix and also Matrix Stations. Better yet, you may want to order my book, Matrix Management Success: Method Not Magic. Chances are if you read the booklets and/or the book as well as reviewing the articles in our Library such as Matrix Management: Method, Not Magic and our matrix management blogs, you’ll know as much as the person who is reviewing your resume and interviewing you. Indeed, if you read the book, odds are you’ll be more knowledgeable about matrix management than the person who is scrutinizing your application for employment.
Good luck in your quest!
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