Introduction of the goals and principals into organizational chart provides a set of criteria for team's actions and decisions. This shift brings an intrinsic mechanism of self-regulating feedback loop to O-MOD model, by continuously re-enforcing focus and actions of the team to align with the common goals and principals. The feedback loop is created by incorporation of declared goals and principals into execution procedures and through their regular assessment and reinforcement. The assessment and reinforcement / correction of the actions to align with the goals are steps that bring organizational structure back to declared goals.
Execution and operating plans and procedures will need to be adjusted to ensure incorporation of feedback loop into organization processes. This feature will help bring more objectivity to assessment of the performance and actions of all team members as goals used as reference points for the assessment.
Team required to achieve goals is gathered around that focal point with the intent to work collaboratively. O-MOD maintains some aspects of hierarchical structure that are required for larger organizations to facilitate communication and decision-making process, while maintaining some of key elements of the flat organization such as collaborative environment.
O-MOD requires clear goal definition that will be used not only as declaration of the desired outcome but also as principals of the operation. All decisions and actions of the team members should be guided by the values defined in the goal.
In some way you can look at the project or organization as a tribe, a team gathered around the fire which represents the goal of the project or organization. In ancient traditions members of a tribe formed the circle around the fire and one after the other jumped into the middle to dance their part while being cheered on and supported by those waiting their turn. Similarly, team members jump into the middle and lead certain sections of the project with intent to expedite the completion or resolve a problem.
This approach leads to distributed project management, as at any given moment a team member, not necessarily project or corporate manager, will lead a critical part of the project execution. O-CHART is a symbolic presentation of the “round table” and as such the aim of O-MOD model is to enable creative contributions of all those around the table, being a project or organization. Complexity of the organization will determine O-CHART complexity.