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John Michael Thomas's avatar

Thank you. Great insights, as usual, and one or two really strong nuggets I'll repost.

One minor note on Conway's Law - the system ends up mirroring the *communication* structure in an organization, not necessarily the organizational structure. And I've seen this in practice - take an existing org structure and add additional structured communications between two siloed teams, and all of a sudden you'll start to see more and better communication between those parts of the system as well, without a reorg.

So, an org structure that perfectly maps the desired system architecture will still produce something else (like system patches to route around the org friction) if the right kinds of communications don't happen between the teams that represent the communication points in the system. And an incumbent willing to invest the resources and disruption to improve communications between siloed teams may be able to change their architecture some without a reorg.

This means, for example, that if your org has communication policies or habits that add friction to communications (default to use email over DMs, hard limits on meeting length or quantity, default private Slack groups, etc.), even a full reorg may change very little in the underlying architecture without upending the communication practices as well.

All that said, though, in many cases there's not much practical difference for incumbents. Because often, the sclerosis of the communication structures is one of the main things that prevents the incumbent from re-organizing in the first place. So, in a real world sense, the importance of communications over org structure may make it even harder for incumbents to compete.

And communication friction increases with org size (Price's Law may contribute here). So, the larger the org, the harder it will be for them to compete, even if they pay the tax to reorg for the new architecture required.

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