Structural Frame

Situation and my role. 

In 2016, the Baton Rouge office of C&A Associates was devastated by a catastrophic flood that impacted 80% of employees, many of whom lost their homes. The company’s infrastructure, equipment, and files were significantly damaged, leaving the organization in chaos without a clear recovery plan. I was brought in as Vice President of Sales, tasked with analyzing the situation, implementing a recovery strategy, and stabilizing the organization. The owner granted me full authority to lead the recovery, but this was not communicated effectively to the employees, creating tension and confusion. My focus was on restoring operations, restructuring roles, and supporting employees both emotionally and professionally.

Describe how the structure of the organization influenced the situation.

The structure of the organization had a big impact on how the crisis was handled. C&A Associates had a pretty flat setup, with most decisions being made by the owner and a few key leaders. While this worked well in normal situations, it made things tricky during a disaster when quick, flexible decision-making was needed. Employees weren’t always clear on who was in charge of what during the recovery, which added to the confusion and slowed down the response.

The company’s lean operations, which are usually efficient, also created some challenges. There weren’t enough backup resources or people to easily share the workload, which made delegation tougher when it really mattered. Without a solid disaster recovery plan or clear communication system in place, it became obvious that there were some gaps in how the organization was prepared for emergencies. These issues made it harder to bounce back quickly and effectively from the flood.

Recommend how you would use structure for an alternative course of action regarding your case.

In the furture, I’d suggest a few changes to make the organization better prepared for emergencies and improve decision-making. One idea is to set up cross-functional crisis management teams that can step in during emergencies. These teams would have clear roles, responsibilities, and the training they need to handle situations effectively. Having a solid disaster recovery and business continuity plan in place would also be a game-changer, with clear steps for communication, resource allocation, and getting operations back on track if something similar happens again.

Another helpful change could be adding some middle management roles with specific leadership responsibilities. This would spread out decision-making so it’s not all on just a few people, making it easier to respond quickly in critical situations. Improving communication is also key. Regular updates, opportunities for employee feedback, and team-specific meetings could go a long way in keeping everyone on the same page and avoiding the confusion we saw during the flood recovery. These steps would help create a more resilient and responsive organization.

Reflect on what you would do or not do differently given what you have learned about this frame.

Reflecting on the experience, I recognize the importance of clear communication and structured delegation in crisis management. One thing I would do differently is prioritize early communication of my role and authority to the entire organization. This could have reduced resistance and confusion among employees and set a collaborative tone from the outset. I would also involve employees in the recovery planning process, empowering them to take ownership of specific tasks and fostering a sense of shared responsibility.

Another critical lesson is the need to balance the structural and human aspects of leadership. While addressing operational challenges was essential, I underestimated the symbolic importance of demonstrating empathy and visibility as a leader during the initial stages of the recovery. If faced with a similar situation again, I would dedicate more time to actively listening to employees’ concerns and visibly supporting them through their personal and professional challenges.

References

Bolman, L. G., & Deal, T. E. (2021). Reframing Organizations: Artistry, Choice, and Leadership(6th ed.). Jossey-Bass.

NOAA. (2016). Louisiana Flooding: August 2016. Retrieved from https://oceanservice.noaa.gov/news/aug16/louisiana-flooding.html

The Advocate. (2017). What caused the historic August 2016 flood, and what are the odds it could happen again? Retrieved from https://www.theadvocate.com/louisiana_flood_2016