The Intentional Design of Stewardship: A Case Study

Findings regarding changes in Organizational Structures
Structure: all of those organizationally defined parameters and connections within and through which people in an organization carry out the purpose of the organization. It is the formal and dynamic architecture defined by the organization within which the mission of the organization is carried out. Structures are readily identified and measured.
Permeable Boundaries
• The boundaries of organizations have become more permeable (we are not sure what is inside and what is outside an organization).
• Leader must shift: 63% of respondents agreed
• Team must shift: 51% of respondents agreed
• Executive coaches must shift: 42% of respondents agreed
Flatter Organizations
• Organizations have become flatter, with fewer levels of authority and supervision (the distance from the top of the organization to its bottom is now shorter).
• Leader must shift: 60% of respondents agreed
• Team must shift: 49% of respondents agreed
• Executive coaches must shift: 54% of respondents agreed
Temporary Units
• Organizations are now likely to create and engage many more temporary units that are assigned specific projects and are to accomplish specific outcomes—and are then dissolved.
• Leader must shift: 63% of respondents agreed
• Team must shift: 60% of respondents agreed
• Executive coaches must shift: 43% of respondents agreed
Change in Organizational Processes
Process: inclusive of functions and activities that are integral to achieving the results of an organization. It concerns the day-to-day interaction among those who work in and for the organization. Processes are often elusive and not readily identified or measured.
Emotional Intelligence
• Organizations are now likely to engage more frequently and with intentionality in helping to improve the interpersonal relationships among members of the organization (a focus on “emotional intelligence”).
• Leader must shift: 71% of respondents agreed
• Team must shift: 40% of respondents agreed
• Executive coaches must shift: 37% of respondents agreed
Learning Organization
• Organizations are now likely to engage more frequently and with intentionality in helping to improve the quality of and commitment to ongoing learning among members of the organization (creating a “learning organization”).
• Leader must shift: 63% of respondents agreed
• Team must shift: 49% of respondents agreed
• Executive coaches must shift: 49% of respondents agreed