We believe there are three main reasons why organizations are looking for alternative architectures
- Agile companies are wanting to scale without losing their agility
- Large centralized companies are wanting to become more agile – trim management and bureaucratic overhead; distribute decision making for faster, smarter execution; become more innovative, responsive and resilient to disruptive technologies
- Hierarchical and bureaucratic organizations want to attract the best young talent by creating working conditions that appeal to them
A few years ago organizational innovator Bonnitta Roy began thinking about what kind of organizational architecture would reflect the natural human dynamics of self-organization that she describes in this article. This kind of design would build trust in self-organizing teams, because there would no longer be a disconnect between how teams operated and how organizational power itself was structured. In addition, such an organization would enable companies to scale and remain agile. An open architecture, properly designed, could serve as a guidance system that would help centralized companies transform without losing the ability to “see the organization as a whole operation.” It would be able to distribute management responsibilities into self-organizing teams, without losing strategic performance. This type of organization would appeal to the young generations looking for open participation in the workplace.
Bonnitta called this new design The Open Participatory Organization, or OPO for short. The OPO is a fully integrated design. It is an open architecture that is supported by a participatory communications platform and is backed-up by a governance that evolves as the organization evolves. This site is dedicated to introduce you to the structural architecture of the OPO.
Go on to read about How it works.