When I look at how businesses are structured today, I can’t help but reflect on the past. In fact, one of my favourite visual aids for workshops is this organisational chart from 1920 showing that hierarchy hasn’t changed much in over a century...
While our workplaces today have evolved in countless ways—think remote teams, digital tools, and global collaboration—many of us still operate within organisational frameworks that belong in the last century.
It’s time for a change. The way we think about work, structure, and collaboration must evolve to meet the complex challenges of the modern business world. And that’s where role mapping comes in.
The Problem With Linear Structures
Traditional organisational structures focus on people and reporting lines. They show who’s in charge, who reports to whom, and how decisions flow (or don’t). But they overlook something far more critical: the actual work being done.
These linear models fall short because they:
Fail to map the purpose of a business.
Ignore the flow of work, which is rarely as straightforward as a line or a box.
Perpetuate silos and hierarchies that stifle innovation and adaptability.
In 1920, these structures made sense. Work was more predictable, linear, and repetitive. But today’s businesses face challenges that demand flexibility, transparency, and cross-functional collaboration.
According to a 2022 report by Deloitte, 94% of business leaders believe that agility and adaptability are critical to success in today’s marketplace—but only 6% feel their organisations are highly agile.
That gap between where we are and where we need to be can cause significant pain points, such as inefficient communication, duplicated effort, and a lack of trust among teams.
The Need For Evolution
To thrive in today’s fast-paced environment, businesses need structures that are fluid, purpose-driven, and adaptable. These frameworks should focus less on rigid hierarchies and more on enabling work to flow effectively across teams.
Modern organisational approaches like role mapping address the shortcomings of traditional structures by:
Prioritising the why of the business: aligning roles with the organisation’s purpose.
Encouraging adaptability: enabling teams to shift focus as priorities evolve.
Breaking down silos: fostering better collaboration across functions.
I’ve seen the impact of these shifts first-hand. For example, in one of my recent projects, a client was struggling with inefficiencies and overlapping responsibilities. By implementing role mapping, we identified key gaps and realigned their structure around purpose and workflows.
The results? Clearer accountability, better collaboration, and happier teams.
The Role Of Role Mapping
So, what exactly is role mapping?
It’s a structured yet flexible process that helps organisations define the work that needs to be done—separately from the people doing it.
This approach enables businesses to:
Clarify Responsibilities: Map out all the tasks and accountabilities required to achieve the organisation’s purpose.
Identify Gaps: Spot areas where key responsibilities are missing or unclear.
Foster Collaboration: Group tasks into logical clusters, breaking down silos in the process.
Adapt Over Time: Create a dynamic framework that evolves with the organisation’s needs.
One of the most powerful aspects of role mapping is that it brings the focus back to the work itself, rather than getting bogged down in conversations about individual roles. As McKinsey & Company highlights, organisations that align work structures with their strategic goals see significant improvements in both efficiency and employee engagement.
When I work with clients on role mapping, we start by revisiting their business purpose and mission. From there, we identify the work that supports those goals, and only then do we consider the people involved. It’s an approach that fosters clarity, adaptability, and alignment—and you can learn more about my process here.
A Call To Rethink Your Structures
The challenges facing modern businesses aren’t going away. They’re only becoming more complex. But by rethinking outdated organisational structures and embracing tools like role mapping, you can unlock new levels of collaboration, purpose, and performance within your team.
If this resonates with you and you’d like to explore how role mapping could benefit your organisation, I’d love to hear from you. Get in touch here to start the conversation.
It’s time to leave 1920 behind and create a structure that supports the future of work. Let’s build something extraordinary, together.
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