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Adilas Lite - Jellyfish Model
Adilas was created and built through an independent contractor model. As the company grows, we see that it would be beneficial to define a new company structure. Our current proposal is to create an administrative advisory board, made up of the Adilas team supervisors from underlying departments. The departments (see next section) are responsible for overseeing the different services and byproducts our software application has produced.
Some people are wondering why we are calling this the jellyfish model? Instead of boxes and lines, like a traditional organization chart, we wanted a loose, flowing feeling. As we kept adding to our structure drawing, it started to look more and more like a jellyfish. Adilas is the overarching umbrella and there are a number of sub departments or subsets underneath that general structure. If you want to see this structure up close, click on the image.
The main thing that fuels the other sub pieces of adilas is the monthly reoccurring service and/or platform. This creates numerous byproducts that become additional services or needs for our clients. With more focus on company structure, we will be able to better support our current client base and provide for future stability and growth.
For further insights, here is a link to an internal survey and summary from the adilas team. It has 25 main questions and summarized responses. Great flavor on where we are heading and real feedback from our team. Adilas internal survey summary
The Adilas system is all linked together based on the monthly reoccurring services and/or main business platform. That piece of the puzzle fuels all of the other areas. We are proposing four main departments and an adilas supervising board to help govern the whole company.
Proposed Departments
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Here is a link to a small two page document with a light proposal for the company structure.
Each area and/or department of adilas needs different talents and talent levels. The goal is to align talents with tasks. We will be seeking talent to fill specific roles and needs. Originally, we, as a company, were forced to use the talent that was available. This ended up with a few key people wearing multiple hats and not all of the skill sets matched the required tasks.
We are so grateful for everyone's participation and contribution to this project. We have done the best that we could with the resources at our disposal. We hope that our planned changes will better match talent with needs and tasks.
We, at adilas, are trying to create a multi-faceted people and talent structure. Traditional models often tend to put one person in charge with others under their supervision. Adilas, as a platform, is too big and too diverse to just have one main leader who knows everything. We need all kinds of talents and people who can help in the different areas. We will be actively seeking people who have the talent and skills that fit our unique needs as a company.
We are so grateful for everyone's participation and contribution to this project. We have done the best that we could with the resources at our disposal. We hope that our planned changes will better match talent with needs and tasks.
We, at adilas, are trying to create a multi-faceted people and talent structure. Traditional models often tend to put one person in charge with others under their supervision. Adilas, as a platform, is too big and too diverse to just have one main leader who knows everything. We need all kinds of talents and people who can help in the different areas. We will be actively seeking people who have the talent and skills that fit our unique needs as a company.
A knowledge worker is someone with a specific expertise who can fill a vital role. They bring that knowledge or experience to the table. Their participation and accountability in the company, or projects, is structured differently than an hourly worker. They are paid based on our need for them and their specific skillset. This could include consultants, investors, administrators, and other knowledgeable professionals.
An hourly worker is just that. They have a task and work at it by the hour or by the project. Their compensation is directly tied to how many hours they put into the project and/or the amount of work on a specific task.
In order to get the perfect mix, we will need both knowledge workers and hourly workers, working together as a team. Part of our plan will be to fill specific roles with the correct person and/or persons. We love to help people succeed. We do need all of these pieces - it has to work together as a system. There is an old saying, if you want to go fast, you go alone. If you want to go far, you go as a team.
An hourly worker is just that. They have a task and work at it by the hour or by the project. Their compensation is directly tied to how many hours they put into the project and/or the amount of work on a specific task.
In order to get the perfect mix, we will need both knowledge workers and hourly workers, working together as a team. Part of our plan will be to fill specific roles with the correct person and/or persons. We love to help people succeed. We do need all of these pieces - it has to work together as a system. There is an old saying, if you want to go fast, you go alone. If you want to go far, you go as a team.
There are five major roles that need to be fulfilled in any company. Ideally you have enough talent and people to fill all of these roles successfully. When talent or personnel are short, people get worn out trying to make things happen with limited resources. We have experienced some of these effects with our small core team. We would like to actively shift the company structure and fill these major roles. The five major roles that we are hoping to fill as a company are:
- Organizer
- Doer
- Creative
- Consultant
- Salesperson
We have dreamed of and entertained all kinds of ideas for possible forms of payment and compensation. As we keep going, we will continue aiming for those dreams and goals. Along the way, we may have to take multiple steps to get there.
Going forward we are planning a major shift that will be moving away from chasing the next project/feature to stabilizing and focusing on the team and the people. Our main plan here is to use our resources to get the right people into the correct roles. We want to better define the different roles and then help people succeed with their assignments and responsibilities.
Our current team has been in a mode of "just get it done" for years. No real titles, undefined roles, shoot from the hip, wild west, cowboy style, etc. We have all been wearing multiple hats and doing the best that we could with the resources, budgets, demands, and skills that were available from our team. That "just get it done" mode/mentality can be good for startups but can hinder progress later on. The product and services have matured over time but the team structure and management style has not followed suit yet. Our team has expressed a desire to have more defined roles and structure.
As we focus more on the people, they will help define the payment and compensation plans that get put into place. As diverse as adilas is, our payment and compensation plans may be just as diverse. There will be a mix of both knowledge workers and hourly workers to help make this team thrive and grow to new levels.
Going forward we are planning a major shift that will be moving away from chasing the next project/feature to stabilizing and focusing on the team and the people. Our main plan here is to use our resources to get the right people into the correct roles. We want to better define the different roles and then help people succeed with their assignments and responsibilities.
Our current team has been in a mode of "just get it done" for years. No real titles, undefined roles, shoot from the hip, wild west, cowboy style, etc. We have all been wearing multiple hats and doing the best that we could with the resources, budgets, demands, and skills that were available from our team. That "just get it done" mode/mentality can be good for startups but can hinder progress later on. The product and services have matured over time but the team structure and management style has not followed suit yet. Our team has expressed a desire to have more defined roles and structure.
As we focus more on the people, they will help define the payment and compensation plans that get put into place. As diverse as adilas is, our payment and compensation plans may be just as diverse. There will be a mix of both knowledge workers and hourly workers to help make this team thrive and grow to new levels.