{"id":20917,"date":"2013-10-27T00:00:00","date_gmt":"2013-10-27T00:00:00","guid":{"rendered":"http:\/\/global2020prd.wpengine.com\/insights\/on-matrix-mindsets\/"},"modified":"2020-05-11T15:52:42","modified_gmt":"2020-05-11T15:52:42","slug":"on-matrix-mindsets","status":"publish","type":"post","link":"https:\/\/www.global-integration.com\/insights\/on-matrix-mindsets\/","title":{"rendered":"On Matrix Mindsets"},"content":{"rendered":"

After we posted a report on <\/em>“The Death of The Matrix”, debunking the myth that the matrix is dead<\/a>, we shared it on the LinkedIn Matrix Management Group<\/a>, where an excellent point was made:<\/em><\/p>\n

Any concept, theory which is not clearly understood or applied to bring fruitful results will automatically fane away [sic]. Though organizational and behaviour studies will remain the key challenge for any multinational, I don’t believe it is an easy task to break the mind-set of an old employee and expect him\/ her to give away his\/ her authority and control.<\/p><\/blockquote>\n

We felt that this merited a fuller response than a LinkedIn box. Tim Mitchell, Global Integration’s VP, Americas,<\/a> \u00a0takes it from here:<\/em><\/div>\n
___________________<\/div>\n
<\/div>\n

\"iStock_000019606585Large<\/p>\n

\n

This is a great point and one that we encounter all the time. The vast majority of our participants are experienced and good at what they do \u2013 otherwise, they wouldn\u2019t be in our sessions. It\u2019s a big challenge to ask successful people to look critically at what they currently do and get them to ask the question \u2018How can I do it better?\u2019 The good news is that, if you approach it in the right way, they often manage to make the shift.<\/p>\n

The starting point is that people need to see change as conveying benefits to them, and also to see it as a series of incremental steps rather than an overnight alteration in their style (which can be hard for the individual and confusing for their colleagues). We often use the analogy that I was once given by a yoga instructor: “We\u2019re here to strengthen muscle, not create it!”<\/p>\n

<\/div>\n
Some ideas include:<\/div>\n
    \n
  • \u00a0Companies that drive effective change have clearly defined values that they not only identify, but also reward – for example in their performance systems;<\/li>\n
  • \u00a0Individuals should have input into their goals: for example, ask them “‘what do you<\/em> want to achieve?” \u00a0– and then make sure that there’s a clear correlation between those objectives and the way they are rewarded (not just in monetary terms but in terms of recognition etc);<\/li>\n
  • \u00a0Focus on small steps \u2013 start with something simple;<\/li>\n
  • \u00a0Make sure that senior leaders model the behaviours they want to see in others;<\/li>\n
  • \u00a0Provide people with the tools to drive those behaviours (which is the focus of our skills training), rather than just saying they\u2019re important .<\/li>\n<\/ul>\n

    Finally, there are individuals who simply don\u2019t want to change. You will always encounter them. From our perspective, ‘What you ‘do’ is what you do’. What we mean by that is that what you are doing may work for you, but does it fit company goals or the position that the individual is being asked to fill? If you are a Regional Manager who doesn’t want to share resources or see beyond their own personal \u00a0goals, then that may be a problem for the company.<\/p>\n

    We see this on a regular basis, because most companies promote people for doing their last job well. The reality is that the skills required to be an effective matrix manager are often different from those required to be an effective project manager. You can provide tools to help people deal with this, but if they persist in behaviours that don\u2019t correlate with their new position, then a decision needs to be made. Matrix management doesn’t suit everyone.<\/p>\n

    <\/div>\n
    Consequently, \u00a0most companies report losing a significant portion of their middle management when they move into a matrix environment. You can reduce that with skills training, but ultimately some people just don\u2019t see the benefit. Consequently, part of\u00a0our approach would be to suggest\u00a0a heavy dose of realism. Don\u2019t over invest in matrix management skills training for those who fall into this category. Instead, give them a role in which they can contribute their skills or expertise.<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    After we posted a report on “The Death of The Matrix”, debunking the myth that the matrix is dead, we […]<\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-20917","post","type-post","status-publish","format-standard","hentry","type-blog","training-matrix-management"],"acf":[],"yoast_head":"\nOn Matrix Mindsets - Global Integration<\/title>\n<meta name=\"description\" content=\"After we posted a report on "The Death of The Matrix", debunking the myth that the matrix is dead, we shared it on the LinkedIn Matrix Management Group,\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.global-integration.com\/insights\/on-matrix-mindsets\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"On Matrix Mindsets\" \/>\n<meta property=\"og:description\" content=\"After we posted a report on "The Death of The Matrix", debunking the myth that the matrix is dead, we shared it on the LinkedIn Matrix Management Group,\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.global-integration.com\/insights\/on-matrix-mindsets\/\" \/>\n<meta property=\"og:site_name\" content=\"Global Integration\" \/>\n<meta property=\"article:published_time\" content=\"2013-10-27T00:00:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-05-11T15:52:42+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.global-integration.com\/wp-content\/uploads\/2013\/10\/iStock_000019606585Large-2-330x219.jpg\" \/>\n<meta name=\"author\" content=\"Tim\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Tim\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.global-integration.com\\\/insights\\\/on-matrix-mindsets\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.global-integration.com\\\/insights\\\/on-matrix-mindsets\\\/\"},\"author\":{\"name\":\"Tim\",\"@id\":\"https:\\\/\\\/www.global-integration.com\\\/#\\\/schema\\\/person\\\/b14ad39b3d3f16324234ac6e3d5af7d0\"},\"headline\":\"On Matrix Mindsets\",\"datePublished\":\"2013-10-27T00:00:00+00:00\",\"dateModified\":\"2020-05-11T15:52:42+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.global-integration.com\\\/insights\\\/on-matrix-mindsets\\\/\"},\"wordCount\":643,\"publisher\":{\"@id\":\"https:\\\/\\\/www.global-integration.com\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.global-integration.com\\\/insights\\\/on-matrix-mindsets\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.global-integration.com\\\/wp-content\\\/uploads\\\/2013\\\/10\\\/iStock_000019606585Large-2-330x219.jpg\",\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.global-integration.com\\\/insights\\\/on-matrix-mindsets\\\/\",\"url\":\"https:\\\/\\\/www.global-integration.com\\\/insights\\\/on-matrix-mindsets\\\/\",\"name\":\"On Matrix Mindsets - 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