#organizational-structure

#organizational-structure

Typically, a promotion plateau results from the organizational structure of a business with barriers of advancement: hierarchy, red tape, poor structural systems in place, even budget constraints. In some cases, an employee's apathy and lack of transferable skills due to these structural challenges can affect the possibility of being promoted. Whatever the reason, "if you cannot see a clear path for advancement in your organization, you may be at a promotion plateau," Sherman says.

I spent several years of my career in the uncomfortable role of middle manager. On one side, I had executives asking me why my team couldn't "do more," and on the other side, my employees told me they were stretched too thin. It was an endless tug-of-war. I was both the enforcer of company expectations and the advocate for my team's needs. At times, my role felt at complete odds with itself. Executives push for efficiency and growth, while employees look for empathy and stability.

Leading a marketing organization in today's world requires mindset shifts and potentially different organizational structures to effectively navigate complexities and changes.

NeuralTech (NTKX) has become a global leader in genomics, studying drug responses and disease while transforming bioprinted organs and food production.

In a rapidly evolving business landscape, change is a constant, necessitating a transition towards change readiness instead of traditional change management. This entails fostering a culture that prioritizes flexibility and adaptability among employees.

Inconsistent design or functionality can impact user perception and trust in a product. This suggests that for any tech company, there's a critical need for cohesive integration.