Team of Teams

1. Complex environments demand adaptable organizations

We had to tear down familiar organizational structures and rebuild them along completely different lines, swapping our sturdy architecture for organic fluidity, because it was the only way to confront a rising tide of complex threats.

The modern world is complex. Traditional organizational structures, designed for efficiency and predictability, are ill-equipped to handle the speed and interconnectedness of today's challenges. This complexity is characterized by:

• Rapid technological advancements
• Increased global connectivity
• Unpredictable events with far-reaching consequences

Adaptability is key to survival. Organizations must evolve to become more flexible, responsive, and resilient. This requires:

• Flattening hierarchies
• Encouraging cross-functional collaboration
• Developing the ability to quickly reconfigure resources and strategies

2. Traditional management models are insufficient for modern challenges

Our situation was not an exception—it is the new norm.

Taylorism is outdated. Frederick Winslow Taylor's scientific management principles, which emphasize efficiency and top-down control, are no longer effective in complex environments. The limitations of traditional management include:

• Rigid hierarchies that slow decision-making
• Siloed departments that hinder information flow
• Overemphasis on efficiency at the expense of adaptability

New approaches are necessary. Organizations must embrace management models that prioritize:

• Agility and quick response times
• Decentralized decision-making
• Continuous learning and adaptation

3. Building a "team of teams" requires shared consciousness and empowered execution

We needed to create a team of teams—an organization within which the relationships between constituent teams resembled those between individuals on a single team: teams that had traditionally resided in separate silos would now have to become fused to one another via trust and purpose.

Shared consciousness is the foundation of a team of teams. It involves:

• Creating a common understanding of the organization's mission and challenges
• Fostering a culture of transparency and open communication
• Developing systems for rapid information sharing across the organization

Empowered execution enables teams to act quickly and effectively. This requires:

• Pushing decision-making authority to the lowest appropriate level
• Trusting teams to make informed choices based on their expertise and situational awareness
• Providing teams with the resources and support they need to succeed

4. Trust and purpose are essential for high-performing teams

The SEAL team in Abbottabad had not planned for the helicopter crash, just as Captain Sullenberger's crew had not planned for the bird strike, and the Carty-Caterson team had not planned for the marathon bombing, but all were capable of adjusting to the unexpected with creative solutions on the spot, coherently and as a group.

Trust enables rapid adaptation. High-performing teams can respond effectively to unexpected challenges because:

• Team members understand each other's capabilities and limitations
• There is a shared belief in the team's ability to overcome obstacles
• Open communication allows for quick problem-solving and decision-making

Shared purpose aligns efforts. Teams with a clear, compelling purpose:

• Are more motivated to overcome challenges
• Can make decisions that align with overarching goals
• Are better able to coordinate their actions without explicit direction

5. Effective information sharing is crucial for organizational adaptability

We were stronger, more efficient, more robust. But AQI was agile and resilient. In complex environments, resilience often spells success, while even the most brilliantly engineered fixed solutions are often insufficient or counterproductive.

Information is power. In complex environments, the ability to quickly gather, analyze, and disseminate information is critical. Effective information sharing:

• Enables faster decision-making
• Improves situational awareness across the organization
• Helps identify emerging threats and opportunities

Breaking down silos is essential. Organizations must overcome barriers to information flow by:

• Creating cross-functional teams and communication channels
• Implementing technologies that facilitate rapid information sharing
• Fostering a culture that values transparency and collaboration

6. Leaders must shift from "commanding" to "gardening"

The gardener creates an environment in which the plants can flourish.

Traditional leadership is insufficient. In complex environments, leaders cannot control every aspect of their organization. Instead, they must:

• Create conditions that allow teams to thrive
• Provide guidance and resources rather than micromanaging
• Foster a culture of trust, learning, and adaptation

The gardener approach to leadership involves:

• Nurturing talent and fostering growth
• Removing obstacles and creating opportunities
• Continuously monitoring and adjusting the organizational ecosystem

7. Resilience trumps efficiency in unpredictable environments

Efficiency remains important, but the ability to adapt to complexity and continual change has become an imperative.

Efficiency alone is not enough. While streamlined processes and cost-cutting measures are valuable, they can make organizations brittle and vulnerable to disruption. Resilience involves:

• Building redundancy and slack into systems
• Developing the ability to quickly reconfigure resources
• Fostering a culture of experimentation and learning from failure

Balancing efficiency and resilience is crucial. Organizations should:

• Identify critical functions that require redundancy
• Invest in adaptable technologies and processes
• Develop diverse skill sets and capabilities among team members

8. Empowering decision-making at all levels enhances organizational effectiveness

We concluded that we would be better served by accepting the 70 percent solution today, rather than satisfying protocol and getting the 90 percent solution tomorrow.

Decentralized decision-making improves responsiveness. By pushing authority to lower levels, organizations can:

• React more quickly to changing conditions
• Leverage the expertise of frontline employees
• Reduce bottlenecks in decision-making processes

Empowerment requires preparation. To effectively decentralize decision-making:

• Ensure all team members understand the organization's mission and goals
• Provide training and resources to support informed decision-making
• Establish clear boundaries and guidelines for autonomous action

9. Transparency and open communication foster adaptability and innovation

Our standing guidance was "Share information until you're afraid it's illegal."

Transparency builds trust. Open communication within an organization:

• Encourages collaboration and idea-sharing
• Reduces duplication of efforts
• Helps identify and address problems more quickly

Overcoming barriers to transparency is crucial. Organizations must:

• Challenge the "need to know" mentality
• Implement technologies that facilitate information sharing
• Reward and recognize those who contribute to organizational knowledge

10. Organizational structure should mirror the complexity of the operating environment

Our organization, like Taylor's, visually mirrored the technologies of the time. While Taylor developed orderly, machinelike organizational forms to make the most of the orderly machines in his factories, our network resembled the snaking, overlapping, constantly shifting structural makeup of the Web.

Form follows function. Organizational structures should be designed to handle the complexity of their environment. This may involve:

• Flattening hierarchies to increase responsiveness
• Creating flexible, cross-functional teams
• Developing networks of interconnected units rather than rigid departments

Continuous adaptation is necessary. As the operating environment evolves, organizations must:

• Regularly reassess their structure and processes
• Be willing to experiment with new organizational forms
• Foster a culture that embraces change and adaptation

Last updated: September 2, 2024