Introduction:
Scaling a startup is akin to navigating uncharted waters; each decision can significantly impact the company’s future trajectory. For eNovance, a cloud infrastructure pioneer, the challenge was to scale without succumbing to the pitfalls of silos and misalignment. The solution? A radical shift from traditional org charts to a dynamic, cross-functional team structure focused on value flows.
The Visionary’s Dilemma:
One of eNovance’s founders had a clear vision for growth: an org chart with distinct functional leaders who would build their respective teams. However, this approach presented several challenges. The time required to recruit top talent, the risk of creating isolated departments, and the potential misalignment of goals threatened to stifle the agility and collaborative spirit needed for a startup poised for rapid expansion.
A New Approach:
Alexis Monville, working closely with the founders, proposed an alternative: cross-functional teams, each responsible for a specific value stream. This model would allow for immediate action, with smaller teams of 7 to 9 individuals focused on delivering end-to-end value. It was a strategy designed for speed, flexibility, and cohesion.
The Implementation:
eNovance embraced this new organizational structure, creating teams that combined various skills and expertise to oversee complete work flows. These teams operated with a degree of autonomy that encouraged innovation and rapid decision-making, while still aligning with the company’s overarching goals.
Support and Expertise:
To ensure these value streams had the necessary support, eNovance developed two additional team types: support teams, like People Operations, which provided well-defined services, and expert teams, like Legal, which offered specialized knowledge. Initially, functions like People and Finance served dual roles, but as the company grew, these roles became more distinct.
Leadership and Alignment:
As highlighted in our previous article, the leadership team was crucial in this new structure. Comprising leaders from all main functions, this team ensured that each value stream was empowered yet aligned, preventing the formation of silos and fostering a culture of cross-functional collaboration.
Conclusion:
eNovance’s transition to a value stream-focused organization was a bold move that paid dividends. By empowering cross-functional teams to own their work flows, the company maintained its agility and innovative edge even as it scaled. This approach not only optimized operations but also cultivated a robust, collaborative culture that propelled eNovance towards its ambitious goals.
Link to Previous Article:
Discover more about eNovance’s leadership team development and the implementation of the Five Dysfunctions of a Team tool in our in-depth article.
Call to Action:
Are you looking to scale your organization without losing agility? Contact us to explore how cross-functional value streams can transform your company’s growth trajectory.
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