Organization OS

How I discovered this problem

While building my first company (Jamie AI), as we were recruiting the first people to join us, we started to discover the challenges that come with organizing multiple people to work on a project.

Our initial attempt was trial and error. From daily check-ins, to weekly reporting documents, to defining checklists, to figuring out how to design a (small) organization.

The best approach we've got introduced to by Matthias Müller-Lindenberg was running our organization by removing the idea of titles and hierachy, and introducing a role-based view of our organization.

This was complemented with a systems thinking of how what needs to happen for us to deliver value to our customers.

The result was a figma file where we mapped out the things that had to happen so we could continuously deliver value to customers (value engines) and a file where we sketched out all the roles that are needed to run our company well. Each role was defined through a name, a purpose (why this role exists), and accountabilities of that role. Then, we assigned who would be the best fit to embody this role.

This exercise gave us immense clarity on who is in charge of what, and how everyone was able to tap into their highest potential.

A new solution

The idea of organizationOS is to turn this exercise and framework into an interactive software that small teams can adopt to organize their work.

Not only will the definition of the value engine and role be digitized. But also a way for organizationOS to gather feedback from multiple sources on how well a role is being embodied. This serves as a real-time pulse on the health of the organization and will improve how efficient and effective organizations will run.

Think of it like a leadership coach that is with your team all the time, has an overview of what you want to accomplish, and combines feedback in realtime to allow everyone to grow and excel at their roles.