altMBA - Org Chart Transitions

In Short

Map organisational transition patterns and the role of the ruckusfarian
Best for: How organisations change
altMBA - Org Chart Transitions is a structured tool for coaching and facilitation. Map organisational transition patterns and the role of the ruckusfarian. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: How organisations change
Expected outcomes:
- Improved ability to map organisational transition patterns and the role of the ruckusfarian
- A concrete action or development plan to take forward from the altMBA - Org Chart Transitions process

In Detail

altMBA - Org Chart Transitions is a professional development resource designed to help coaches, leaders, and facilitators map organisational transition patterns and the role of the ruckusfarian. It sits within the category of How organisations change, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, altMBA - Org Chart Transitions is delivered as a 4-step process. The process begins by map a leadership transition or reorganisation: draw the current structure and the proposed future structure. The session closes by manage the transition timeline explicitly -- who moves when and how are they supported. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

altMBA - Org Chart Transitions is most valuable when practitioners need a reliable, repeatable approach that can be adapted to different contexts without losing its core structure. It bridges the gap between conceptual understanding and practical application, making it a durable addition to any coaching or facilitation toolkit.

How to Use

1. Map a leadership transition or reorganisation: draw the current structure and the proposed future structure. 2. Identify all role changes, reporting relationship changes, and people affected. 3. Communicate the rationale for the change using a clear narrative. 4. Manage the transition timeline explicitly -- who moves when and how are they supported.

Pros and Cons

Pros	Cons
Directly addresses the challenge of map organisational transition patterns and the role of the ruckusfarian through a structured, repeatable approach Adaptable to different seniority levels, team sizes, and organisational contexts Generates actionable insight that participants can apply immediately in their work	Effectiveness varies based on the facilitator's skill level and familiarity with the tool Requires adequate time for both the exercise and a meaningful debrief to realise full value May not be appropriate for all cultural contexts without adaptation

Created by Seth Godin / Dale Williams

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching
Team Coaching	✓
Leadership Development	✓
Facilitation / Workshop
Online / Virtual

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