This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
Explore the Greiner Growth Model, crafted by ex-McKinsey and Big 4 consultants. Understand organizational evolution through 5 critical growth stages. Greiner Growth Model: Evolution is a 28-slide PPT PowerPoint presentation slide deck (PPT) available for immediate download upon purchase.
The Greiner Growth Model (Stages of Evolution and Revolution), developed by Larry Greiner, is a maturity model describing how organizations evolve through 5 stages of growth. Each stage requires appropriate strategies and structures to cope. The Greiner Growth Model is a descriptive framework that can be used to understand why certain management styles, organizational structures, and coordination mechanisms work, and why some don't work at certain phases in the development of an organization.
Each of the 5 stages is marked by a period of evolution, crisis of management, and period of revolution. The 5 stages are defined as follows:
Stage 1: Growth through Creativity
Stage 2: Growth though Direction
Stage 3: Growth through Delegation
Stage 4: Growth through Coordination
Stage 5: Growth through Collaboration
This framework suggests the future and growth of an organization is less determined by outside forces than by the organization’s history and management structure. This is an effective model to analyze the current growth of a business and to plan ahead for the challenges experienced by growing organizations.
The PPT delves into the five key dimensions essential for developing an Organizational Maturity Model, providing a comprehensive analysis of how the age and size of an organization, along with its stages of evolution and revolution, impact growth. It emphasizes the importance of understanding these dimensions to navigate the complexities of organizational development effectively. The model also highlights the critical role of industry growth rate in shaping organizational strategies and practices.
This presentation offers a deep dive into each stage of growth, from Creativity to Collaboration, detailing the organizational practices and management focus required at each phase. It includes practical templates and visual aids to facilitate the application of the Greiner Growth Model in real-world scenarios. This resource is invaluable for executives aiming to anticipate and manage the inevitable crises that accompany each stage of growth, ensuring sustained organizational success.
The Greiner Growth Model outlines 5 stages of organizational growth, each with distinct challenges and crises. Stage 1, "Creativity," faces a "Crisis of Leadership" as organizations expand. In Stage 2, "Direction," formalized processes lead to a "Crisis of Autonomy," stifling employee initiative. Stage 3, "Delegation," attempts to distribute decision-making, but may result in a "Crisis of Control" due to oversight challenges. Stage 4, "Coordination & Monitoring," introduces structured systems, risking a "Crisis of Red Tape" from excessive bureaucracy. Finally, Stage 5, "Collaboration," seeks integration, but can encounter a "Crisis of Internal Growth," necessitating new strategies for sustained expansion.
The fourth stage of the Greiner Growth Model, "Coordination," focuses on establishing formal systems and procedures to enhance organizational efficiency and resource allocation. Top-level executives are essential in managing these systems, which streamline operations and facilitate growth. Key characteristics include merging decentralized units into product groups for greater integration and implementing formal planning procedures subject to intensive review for accountability and strategic alignment. Capital expenditures are carefully evaluated, treating each product group as an investment center with monitored performance metrics. However, the "Crisis of Red Tape" warns that increasing complexity can hinder agility and innovation. Stock options and profit-sharing initiatives aim to maintain employee engagement and alignment with organizational goals amidst growing formal structures.
The second stage of the Greiner Growth Model, labeled "Direction," features capable, directive leadership essential for companies transitioning from initial growth. This leadership effectively channels employee efforts, but may become insufficient as organizations grow more complex, leading to a "Crisis of Autonomy" and the need for decentralized decision-making. Key characteristics of this stage include increased job specialization and a functional organizational structure that separates manufacturing from marketing, enhancing operational efficiency. The implementation of accounting systems for inventory and purchasing, along with incentives, budgets, and work standards, is crucial. As the organization expands, a hierarchy develops, resulting in more formal communication and limiting the autonomy of lower-level supervisors, who become functional specialists rather than decision-makers. Balancing directive leadership with autonomy and delegation is vital for organizational evolution.
This PPT slide outlines an Organizational Maturity Model framework with 5 critical dimensions: age of organization, size of organization, stages of evolution, stages of revolution, and growth rate of the industry. The vertical axis represents organization size (small to large), while the horizontal axis depicts organization age (young to mature). The model features 3 lines for companies in high-growth, medium-growth, and low-growth industries, illustrating that organizational growth and maturity trajectories vary based on external factors like industry growth rates. Organizations evolve through 2 main phases: stages of evolution, reflecting natural maturation, and stages of revolution, indicating periods of crisis requiring significant change. Understanding these dimensions helps leaders evaluate their organizational maturity and navigate growth complexities.
The growth rate of an industry significantly influences an organization’s growth trajectory. Companies in rapidly expanding markets must scale operations quickly, often requiring rapid hiring to meet demand. Evolutionary phases are brief in fast-growing sectors, while mature or slowly growing industries experience prolonged evolutionary periods. This relationship indicates that industry dynamics directly impact organizational adaptation and evolution. In prosperous industries, evolution can be extended, and revolutions postponed, allowing companies to delay necessary changes until a crisis arises. This creates a false sense of security that can be detrimental over time. Understanding these dynamics enables executives to anticipate challenges based on industry growth rates, facilitating informed decision-making and proactive resource management.
This PPT slide focuses on the second dimension of the Greiner Growth Model, highlighting the relationship between organizational size and growth challenges. As organizations expand in employees and sales, they face increasing complexities in coordination and communication. Larger organizations experience more intricate management hierarchies and new functions, leading to unique operational hurdles not encountered by smaller firms. The slide emphasizes that organizational structure is shaped by size and growth trajectory, rather than time alone. Companies that scale must adapt their structures and processes to address emerging challenges, making it essential for executives to understand how growth impacts organizational dynamics.
Source: Best Practices in Maturity Model, Organizational Design, Growth Strategy, Greiner Growth Model, Larry Greiner PowerPoint Slides: Greiner Growth Model: Stages of Evolution and Revolution PowerPoint (PPT) Presentation Slide Deck, PPT Lab
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
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