Matrix Management Training

Who's on First?

The majority of organizations today have cross-functional teams working on a range of initiatives, from small projects to large, multi-year programs. We call the managers of these teams “matrix managers.”

What is the difference between a matrix manager and a regular manager? Matrix managers are responsible for teams and results, but many (or all) of the people “working” for them are not their direct reports. It is significantly more difficult to get things done when one’s employees are splitting their time between multiple managers and projects.

To succeed, matrix managers need to:

• Motivate people (over whom they have no formal authority) to do things when others with more power are competing for their time
• Influence colleagues to support favorable decisions and policies (and to advocate for them to senior leaders)
• Build positive relationships up and across the organization to increase their chances of influencing the strategic direction and budgets of their projects
• Manage cross-departmental conflicts and escalation when it’s not clear who makes the final call (or people dispute the decisions made)
• Encourage collaboration while limiting the number of people who can give input, participate in meetings, and have a say in decisions (so that projects stay on track)

Our Matrix Management Training helps matrix managers master these skills, and many others, with twelve months of training for a cohort of 8, 12, or 16 current or aspiring matrix managers. And since we train managers from the same organization, we also strengthen their connection to the organization’s mission and culture, and to one another. 

Go to our Matrix Management Training microsite

DOWNLOAD: Debra_Howard_Matrix_Management_Training.pdf