不重組就可改進組織績效

超過一半以上的CEO在他們擔任這個職務的最初兩年內就會進行組織改組。對於其中的多數CEO來說，這樣的改組措施是為了解決作業斷裂或是決策程序的問題。然而，多數的組織重組並不能達到這樣的目標，有些情況下，結果更糟糕。 

與其改組可能遭致的混亂，不妨嘗試以下的辦法：

1. 明確定義決策的角色。決策的落差通常是來自于不清楚的決策責任。你應該讓大家知道誰應該負責什麼，和誰一起負責。這樣可以消除掉關鍵的瓶頸。
2. 改進資訊。明確在做什麼決策時應該有什麼樣的資訊。讓大家知道什麼樣的資訊比較容易產生、容易作業，以及容易被消化。
3. 更換人員。如果經過實施以上的措施，仍然沒有明顯改善，你可能遇到了人才的問題。你應該確認你有正確的人在正確的崗位。如果必要，就引進正確的人才。

Improve organizational performance without reorganizatiom

More than half of the CEO will be reorganized in their first two years. For most of the CEOs, such restructuring measures are designed to solve problems of job breakdown or decision-making procedures. However, most organizational restructuring fails to achieve this goal. In some cases, the result is even worse.

If there is any confusion in its reorganization, try the following ways:

1. Clearly define the role of decision making. The gap between decisions usually comes from unclear decision-making responsibilities. You should let everyone know who should be responsible and who is responsible. This eliminates key bottlenecks.
2. Improve information. Define what information should be made in making decisions. Let us know what kind of information is easy to generate, easy to operate, and easy to digest.
3. Replace the staff. If the above measures have not been improved obviously, you may have encountered the problem of talent. You should make sure that you have the right person in the right position. If necessary, introduce the right talents.