De-bucketizing the org chart
Over the years, I’ve picked up an unhealthy understanding of the language of business. Years of sitting in big corporate meetings will do that to you, unfortunately.
Here at New Kind, my business partners will still call me out for talking about “action items,” saying something is in our “wheelhouse,” or jumping straight to the “net-net.”
But perhaps the business term I love to hate the most is the word bucketize, which I’d translate as “to organize into broad categories.” Common usage might include statements like the following:
“I’m going to bucketize these requirements.”
“We’ve bucketized the skillsets we need for this project.”
It’s not just the word that I dislike either, but the entire concept of bucketizing things, which often means taking complex relationships and oversimplifying them in order to fit into broad buckets designed to hold everything except much meaning. Bucketizing often puts things into silos (another favorite business word), destroying valuable connections between ideas, tasks, or people ending up in, well, different buckets.
Perhaps the most egregious example of corporate bucketizing for me is the typical corporate org chart, which looks something like this.
In most organizations, each person sitting at the executive table has their own employee bucket. As an executive, you are often motivated to fill your bucket with as many people as possible, because the more people you have working for you, the more power you control in the organization.
The problem? The org chart is an oversimplified, semi-fictional construct.
It rarely represents an accurate view of the complex web of working relationships found within an organization where people in different buckets communicate and work with each other all of the time. Yet, even though it is mostly fiction, the org chart often creates real power for executives to wield.
[Read the rest of this post on opensource.com]