{"id":2002,"date":"2020-08-18T14:26:58","date_gmt":"2020-08-18T13:26:58","guid":{"rendered":"https:\/\/www.theofficialboard.com\/blog\/?p=2002"},"modified":"2024-05-27T20:09:12","modified_gmt":"2024-05-27T19:09:12","slug":"five-recent-corporate-organizational-trends","status":"publish","type":"post","link":"https:\/\/www.theofficialboard.com\/blog\/org-chart\/five-recent-corporate-organizational-trends\/","title":{"rendered":"Five (Recent) Corporate Organizational Trends"},"content":{"rendered":"\n<p>The pandemic has forced companies to accelerate their transformation. \u201cWe have <strong>done in two weeks<\/strong> what we thought was <strong>impossible in two years<\/strong>\u201d is common feedback. To cope with groundbreaking situations, companies have had to move (very) fast.<\/p>\n\n\n\n<p>Over the past several months, companies have been reviewing their <strong>business models<\/strong> and their <strong>priorities<\/strong>. They are now implementing these changes by altering some roles at the top of their organizational charts.<\/p>\n\n\n\n<h5 class=\"has-text-align-center wp-block-heading\"><strong>What is not changing? <\/strong><\/h5>\n\n\n\n<p>These executive changes, including rates of hiring, quitting, and promotions (about 3,000 executive moves a day), are happening at about the same pace as they were last year.<\/p>\n\n\n\n<h5 class=\"has-text-align-center wp-block-heading\"><strong>What is changing? <\/strong><\/h5>\n\n\n\n<p>We have identified five trends (illustrated below) that are changing. For each trend, we have identified hundreds of examples since April 1, 2020 among the 75,000 companies we follow.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\"><strong>Trend #1:&nbsp; New casting in executive committees<\/strong><\/h5>\n\n\n\n<p class=\"has-text-align-left\">The new casting, we have seen, is mostly designed to quickly find business by <strong>engaging the workforce<\/strong> and <strong>adjusting their products<\/strong>.<\/p>\n\n\n\n<p>Here is what has just happened at one of the largest oil companies we follow:<\/p>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-flow wp-block-group-is-layout-flow\">\n<p><em>\u2026 has <strong>joined<\/strong> the company as Executive Vice President, <strong>Strategy and Sustainability<\/strong>.<\/em>&nbsp;<\/p>\n\n\n\n<p><em>\u2026 who was Global Head of <strong>Human Resources, Upstream<\/strong>, is <strong>promoted<\/strong> to Executive Vice President, <strong>People and Culture<\/strong>.<\/em><\/p>\n\n\n\n<p><em>\u2026 who was Interim Chief Executive Officer, <strong>Downstream<\/strong>, becomes Executive Vice President, <strong>Customers and Products<\/strong>.<\/em><\/p>\n<\/div><\/div>\n\n\n\n<p>Analysis:<\/p>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-flow wp-block-group-is-layout-flow\">\n<ul class=\"wp-block-list\"><li>Since April 1, some topics have become really hot: the sharp oil price drop and the sustainable energy momentum for all company stakeholders.<\/li><li>As part of this ongoing organizational strategy, the CEO of this company decided to hire from outside the company.<\/li><li>For their senior human resources executive role, this company promoted someone well known in the field. But they also added a focus in HR on cultural changes.<\/li><li>To adjust the global product offer, a deep knowledge of the company core activities will be a key asset to succeed. Promoting an insider is a smart way to engage the existing workforce while leveraging this company\u2019s over 100-year legacy.<\/li><\/ul>\n<\/div><\/div>\n\n\n\n<h5 class=\"has-text-align-left wp-block-heading\"><strong>Trend #2: Workplace and Culture are emphasized in HR<\/strong><\/h5>\n\n\n\n<p>Up to April 1 of this year, HR was mainly about: <strong>Compensation &amp;Benefits<\/strong> to motivate employees in the competitive job market; <strong>Talent Management<\/strong> to ensure the right employees are in the right roles; and <strong>Recruiting<\/strong> to fill in any missing talent.<\/p>\n\n\n\n<p>Now, however, HR is also about restructuring the <strong>workplace<\/strong> to make it safe and enjoyable on-site and remotely, <strong>upskilling the team<\/strong> to cope with urgently needed business transformations, and building a <strong>culture<\/strong> compatible with the challenges of remote working. <\/p>\n\n\n\n<p>Some examples we have seen recently:<\/p>\n\n\n\n<p><em>\u2026 has joined the company as Vice President of <strong>Diversity, Equity, and Inclusion<\/strong> (at a Forbes Global 2000 two century old chemical company)<\/em><\/p>\n\n\n\n<p><em>\u2026 who was Chief Information Officer, becomes Senior Vice President of <strong>Digitalization, Workspace and Collaboration<\/strong> (at a Eurostoxx 600 chemical company).<\/em><\/p>\n\n\n\n<p><em>\u2026 will join the company as Executive Vice President, Chief <strong>People and Culture Officer<\/strong> in Sep. 2020 (at aFortune 500 furniture retailer).<\/em><\/p>\n\n\n\n<h5 class=\"has-text-align-left wp-block-heading\"><strong>Trend #3: Business is about delivering revenue fast<\/strong><\/h5>\n\n\n\n<p>Short-term revenue is expected from sales and operations. Companies are focused on <strong>key accounts and <\/strong>feeding <strong>supply chains<\/strong> to generate fast sales. <\/p>\n\n\n\n<p>A few recent examples we have seen:<\/p>\n\n\n\n<p><em>\u2026 who was Vice President,<strong> Growth<\/strong>, becomes Vice President, <strong>Strategic Accounts<\/strong>(at a Russell 3000 staple retailer).<\/em><\/p>\n\n\n\n<p><em>\u2026 has joined the company as Vice President, <strong>North America Demand<\/strong> and <strong>Supply Chain Management<\/strong> (at a Global Fortune 500 sporting good company).<\/em><\/p>\n\n\n\n<p><em>\u2026 has joined the company as Head of <strong>Global Delivery<\/strong> (at a Nasdaq 100 technology company).<\/em><\/p>\n\n\n\n<h5 class=\"has-text-align-left wp-block-heading\"><strong>Trend #4: New external strategies<\/strong><\/h5>\n\n\n\n<p>Companies are demonstrating a new-found inspiration to augment or restructure their existing business models with new executive hires from outside their companies. <\/p>\n\n\n\n<p>Several recent examples that we have encountered:<\/p>\n\n\n\n<p><em>\u2026 will <strong>join<\/strong> the company as Senior Vice President, <strong>Innovation and Growth<\/strong> on Aug. 17, 2020 (at a Global Fortune 50 automaker)<\/em><\/p>\n\n\n\n<p><em>\u2026 will <strong>join <\/strong>the company as Chief <strong>Digital and Strategy<\/strong> Officer on Aug. 10, 2020 (at a Russell 3000 food company)<\/em>.<\/p>\n\n\n\n<p><em>\u2026 will <strong>join<\/strong> the company as Head of Strategy, Digital and Innovation in Oct. 2020 (at a S&amp;P 500 bank)<\/em>.<\/p>\n\n\n\n<h5 class=\"has-text-align-left wp-block-heading\"><strong>Trend #5: Technology is being utilized to accelerate business transformation and build robust infrastructure<\/strong><\/h5>\n\n\n\n<p>The Chief Information Officer (CIO) historically was often referred to as simply the IT expert in charge of the <strong>IT infrastructure<\/strong>, the <strong>IT security,<\/strong> and the <strong>IT application development<\/strong>. Sometimes, CIOs were involved in data management.<\/p>\n\n\n\n<p>Today, however, the CIO role is about <strong>digital transformation<\/strong> and fast, powerful <strong>infrastructure development<\/strong>, modeled on the overwhelming success of Amazon, Apple, Google, and Microsoft.<\/p>\n\n\n\n<p>Most of these new roles have been filled through internal promotions, not external hires. A few examples we have encountered recently:<\/p>\n\n\n\n<p><em>\u2026 who was Chief <strong>Technology and Operations<\/strong> Officer, becomes Group <strong>Digital Transformation<\/strong> Officer (at a Swiss insurance company)<\/em>.<\/p>\n\n\n\n<p><em>\u2026 who was Vice President, Infrastructure, and Information Security, is promoted to Senior Vice President, <strong>Information Technology <\/strong>(at a Russell 3000 food company)<\/em>.<\/p>\n\n\n\n<p><em>\u2026 who was Executive Vice President, <strong>Infrastructure Engineering<\/strong>, becomes Chief <strong>Availability <\/strong>Officer (at a S&amp;P 500 software company)<\/em>.<\/p>\n\n\n\n<h5 class=\"has-text-align-center wp-block-heading\"><strong>Conclusion: No time to wait<\/strong><\/h5>\n\n\n\n<p>Even with a new and urgent emphasis on team safety and engagement amidst the ongoing global pandemic, companies are still expecting and insisting decisive decision-making and swift results.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The pandemic has forced companies to accelerate their transformation. \u201cWe have done in two weeks what we thought was impossible in two years\u201d is common feedback. To cope with groundbreaking situations, companies have had to move (very) fast. Over the past several months, companies have been reviewing their business models and their priorities. They are&#8230; <a class=\"continue-reading-link\" href=\"https:\/\/www.theofficialboard.com\/blog\/org-chart\/five-recent-corporate-organizational-trends\/\">More<\/a><\/p>\n<a href=\"https:\/\/www.theofficialboard.com\/blog\/org-chart\/five-recent-corporate-organizational-trends\/\">Read more...<\/a>","protected":false},"author":1,"featured_media":2007,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[19],"tags":[125,127,23,126,95],"class_list":["post-2002","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-org-chart","tag-culture","tag-delivery","tag-executives","tag-recruiting","tag-transformation"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Five (Recent) Corporate Organizational Trends - The Official Board&#039;s Insights<\/title>\n<meta name=\"description\" content=\"Stay updated on the latest corporate organizational trends. 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