WHY WE ARE CREATING ARIMIDORI

We have been working with people and organizations for many years. We have a strong opinion on how to help them, and we want to build it. We need a new tool for organisational design because existing tools do not meet the demands of modern organisations in a complex environment.

Today's organisations are changing rapidly. Management teams need to spend more time on organisational design to meet the changing needs of the business. Organisational design needs to be seen as a strategy rather than a series of tactical moves.

"The CEO's job is to architect their company thoughtfully and intentionally." Jensen Huang, Nvidia CEO.

We need a tool that can manage complexity. The ideal organisational design does not exist, so we need a tool that can help us experiment and adapt as we go along. Complexity requires better collaboration, that information is shared, and responsibilities and decision-making be decentralised.

• Existing tools are too rigid: Coming from old HR models, many organisations buy predefined models, which are like a square peg trying to fit into a round hole. Models are a good starting point, but companies should not try to make the model fit, but should focus on how their design evolve, experimenting and learning.
• Organisations need a way to visualise the design of their organisation. Every part of an organisation is disconnected and there is no overall view of what the organisation is really like.
• AI and automation are changing the way we work. A new organisational design tool would help us adapt to these changes, for example, by redefining roles and responsibilities, refocusing success metrics to reflect strategic and cultural outcomes rather than efficiency, and managing cultural friction points.

We need to focus our efforts to manage complexity, and we do it based in three main principles:#

• Decentralization involves distributing decision-making authority across the organization, empowering smaller, autonomous teams instead of concentrating power at the top. This principle is key in managing complexity because it allows teams to respond more quickly to local challenges without waiting for approval from higher levels. By decentralizing authority, organizations reduce bottlenecks, enable faster adaptability, and leverage diverse perspectives to solve complex problems. Clear roles, accountability mechanisms, and trust are essential for decentralization to function effectively.
• Collaboration focuses on fostering connections across teams, departments, and functions to enable effective problem-solving and information sharing. In complex systems, where interdependencies are high, collaboration ensures that individuals and teams can tackle multifaceted challenges together. By reducing silos, facilitating communication, and creating shared platforms for teamwork, organizations can enhance collective intelligence and adapt to changing circumstances. Collaboration not only strengthens relationships but also builds a culture of trust and mutual understanding.
• Adaptive management is a flexible approach to leadership that emphasizes learning, experimentation, and adjusting strategies based on real-time feedback. In the face of uncertainty and volatility, this principle helps organizations stay resilient and innovative. Adaptive management encourages small-scale experimentation to identify effective solutions, fosters a culture of continuous learning, and ensures that strategies evolve alongside shifting internal and external conditions. By prioritizing agility and responsiveness, organizations can thrive in complex environments.

Together, these principles create a framework for navigating complexity, enabling organizations to remain agile, innovative, and resilient while aligning human and organizational potential.

And those are the foundational principles that Arimidori supports as a scaffolding for your organization.

Reimagine Governance.