First, the main innovative feature of the new team structure is that all the principals are CEOs. Look at the list of titles below and see that the C and O mean what you think, namely Chief and Officer. It is the E that differs for each manager – to convey a sense of her/his primary job focus and orientation.
- Kirstin Myers, Chief Expansion Officer and Founder, Gloucester, MA, email@example.com
- Chris Lawson, Chief Exit-Strategy Officer, Gloucester, MA, firstname.lastname@example.org
- Elyce Monet, Chief Energy Officer, Los Angeles, CA, email@example.com
- Genoveva Tavera, Chief Engagement Officer, Waltham, MA, firstname.lastname@example.org
- Kitty Ragin, Chief Elevation Officer, Atlanta, GA, email@example.com
- Larry Rosenberg, Ph.D., Chief Empowerment Officer, Sedona, AZ, firstname.lastname@example.org
- Luiz Sakuda, Chief Effectiveness Officer, Sao Paulo, Brazil, email@example.com
- Mike Ragin, Chief Enrichment Officer, Atlanta, GA, firstname.lastname@example.org
Secondly, the designation of all managers as CEOs points to their commitment to taking the 100% responsibility that goes with the conventional CEO (Chief Executive Officer) position. Each player on the team is ready to do what she/he has to do to advance the organization and thus help our Members to improve and prosper.
Third, the multiple CEO arrangement dramatically marks Globond as a horizontally aligned organization, with a real management team approach. The conventional hierarchical/vertical structure – too often with one hard-pressed, overburdened and out-of-touch CEO at the top – is showing signs of faltering and even fading. More and more, the future of organizations belongs to flatter structures, thus closer to the customers/members and more agile for responding to changes in the world. And that is where Globond wants to be!