Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. The focus of the game plan is on getting into the red zone (the final 20 yards before the end zone) and scoring. Maybe you already have a game plan – perhaps one that worked in the past but doesn’t seem to be getting you into the red zone, or across the goal line, as often as it once did. The confidence that transforms one team into a Super Bowl champion—and which can change any business also into a top performing one—comes from developing consistent focus. A flat organizational structure has few managers between the chief executive officer or president and the lowest-level employees. An organizational chart is a diagram that depicts the structure of an organization in terms of relationships among personnel or departments. In a standard organizational chart, solid lines depict a formal and direct relationship between positions.
Because in a large company, the organizational chart can be space-intensive and complex, smaller charts may be utilized to represent individual departments. To create an organizational chart, you can use software such as Visio, or specialized software such as SmartDraw or OrgPlus.


Business organizational charts might seem like a waste of time -- why would you need to summarize the structure?
One would think that an org chart would be clear and straightforward, but I've seen quite a few that are confusing - full of dotted lines indicating one person who reports to multiple people, and the like. Every team has a very defined plan for the plays they will run designed to score and not be scored on.
Maybe it’s because the same old plays you’ve been using for years just don’t work in today’s fast-paced, high-tech, constantly changing world. Start today developing your cutting-edge playbook that will bring your practice winning records for years to come.
Often, box size is relative to the authority level of the position; for example, an executive position may have a larger rectangle than a subordinate position. Other common space-saving techniques used in these charts include a staggered tree method, a columnar stack, or a list style which provides names or job titles rather than boxes. Microsoft Word has a Diagram Gallery to create such a chart, and Microsoft PowerPoint and Publisher have similar capabilities. I have found that the most frequent problem with org chart's is that they are never current and always out of date.


I've also never understood the tendency to either (a) hide the organizational chart, or (b) present the chart at a big meeting to reveal promotions or other organizational changes. Generally, an organizational chart is a horizontal or vertical tree that contains geometric shapes to represent staff or divisions.
A dashed line indicates an advisory or indirect relationship between positions, while arrows indicate the flow of communication. To avoid the frequent need to update the chart, you might use position titles rather than the names of individual staff.
I've had jobs where they refused to publish the org chart because there was some sort of fear about knowing the status of some people in certain departments and how they were in relation to others.
Due to the changes in organizational structure, an organizational chart is not always up to date. An open position is sometimes represented by a dashed border surrounding a rectangle, or a box containing either TBH (to be hired) or TBD (to be determined).



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