e-shaped-skills

E-shaped Skills

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E-shaped skills refer to a specialized and deep skill set in multiple areas, resembling the shape of the letter “E” with its three horizontal bars indicating proficiency across different domains. Individuals with E-shaped skills possess expertise in a core area (represented by the central vertical bar of the “E”) along with complementary skills in two or more related or unrelated fields (represented by the horizontal bars). This multidimensional skill profile enables them to excel in their primary domain while also being capable of collaborating across disciplines, fostering innovation, and solving complex problems that require interdisciplinary approaches.

Purpose and Scope

The purpose of E-shaped skills is to equip individuals with a specialized expertise in a core area along with complementary skills in related or unrelated fields. This multidimensional skill set enables individuals to excel in their primary domain while also being capable of collaborating across disciplines, fostering innovation, and addressing complex challenges that require interdisciplinary approaches.

Principal Concepts

  • Specialized Expertise: Proficiency in a core area or domain of knowledge, represented by the central vertical bar of the “E.”
  • Complementary Skills: Proficiency in two or more related or unrelated fields that complement the individual’s core expertise, represented by the horizontal bars of the “E.”
  • Interdisciplinary Collaboration: Collaboration across disciplines or fields of expertise to solve complex problems and generate innovative solutions.

Theoretical Foundations of E-shaped Skills

The concept of E-shaped skills draws on various theories and frameworks:

  • T-shaped Skills: E-shaped skills share similarities with T-shaped skills, which involve deep expertise in one area (the vertical bar of the T) and broader knowledge across multiple domains (the horizontal bar of the T).
  • Boundary-Spanning: E-shaped skills are related to the concept of boundary-spanning, which involves bridging gaps between different departments, teams, or disciplines to facilitate collaboration and innovation.

Methods and Techniques for Developing E-shaped Skills

Developing E-shaped skills involves a combination of methods and techniques:

  • Specialized Training: Acquiring specialized training and education in a core area of expertise to develop deep domain knowledge and proficiency.
  • Cross-Disciplinary Learning: Engaging in cross-disciplinary learning experiences to develop complementary skills in related or unrelated fields that enhance the individual’s expertise.
  • Interdisciplinary Projects: Participating in interdisciplinary projects or collaborations to apply E-shaped skills in solving real-world problems and generating innovative solutions.

Applications of E-shaped Skills

E-shaped skills have practical applications in various fields and industries:

  • Research and Development: Researchers and scientists with E-shaped skills can leverage their deep expertise in a core area along with complementary skills in related fields to drive breakthrough discoveries and innovations.
  • Product Development: Professionals involved in product development can apply E-shaped skills to design and create innovative products that address diverse user needs and preferences.
  • Entrepreneurship: Entrepreneurs with E-shaped skills can identify market opportunities, develop novel business concepts, and build successful ventures by leveraging their specialized expertise and complementary skills.

Industries Influenced by E-shaped Skills

E-shaped skills have influenced a wide range of industries and sectors, including:

  • Technology: In the technology industry, professionals with E-shaped skills are highly valued for their ability to innovate, collaborate, and solve complex technical challenges that require expertise across multiple domains.
  • Healthcare: Healthcare professionals with E-shaped skills can collaborate across medical specialties, research disciplines, and healthcare domains to improve patient care, develop new treatments, and advance medical science.
  • Design and Creativity: Professionals in design and creative fields can apply E-shaped skills to develop innovative solutions, products, and experiences that address diverse user needs and preferences.

Advantages of E-shaped Skills

  • Deep Expertise: E-shaped skills enable individuals to develop deep expertise in a core area of knowledge, allowing them to excel in their primary domain and make significant contributions to their field.
  • Interdisciplinary Collaboration: E-shaped skills facilitate interdisciplinary collaboration by enabling individuals to apply their specialized expertise and complementary skills to solve complex problems and generate innovative solutions.
  • Innovation and Creativity: E-shaped skills foster innovation and creativity by bringing together insights, perspectives, and methodologies from different disciplines, sparking new ideas and approaches.

Challenges and Considerations in Developing E-shaped Skills

Despite its benefits, developing E-shaped skills presents some challenges:

  • Specialization vs. Generalization: Balancing deep expertise in a core area with proficiency in complementary skills across multiple domains requires individuals to make strategic decisions about where to allocate their time and resources.
  • Continuous Learning and Adaptation: Maintaining E-shaped skills requires a commitment to continuous learning, adaptation, and growth, as individuals must stay abreast of evolving trends, technologies, and practices in their field and related domains.
  • Collaborative Competencies: Effectively leveraging E-shaped skills in interdisciplinary collaborations requires individuals to develop collaborative competencies, such as communication, teamwork, and conflict resolution, to ensure productive and successful outcomes.

Integration with Broader Career Development Strategies

To maximize the benefits of E-shaped skills, they should be integrated with broader career development strategies:

  • Skills Assessment: Conducting a skills assessment to identify strengths, weaknesses, and areas for growth, informing targeted skill development efforts and career planning.
  • Networking and Mentorship: Building a network of mentors, advisors, and peers across different disciplines to gain insights, advice, and opportunities for collaboration and learning.
  • Professional Development: Investing in professional development opportunities, such as workshops, courses, and certifications, to enhance E-shaped skills and stay competitive in the job market.

Future Directions in E-shaped Skills

As workplaces and industries continue to evolve, future trends in E-shaped skills may include:

  • Hybrid Roles: The emergence of hybrid roles that require expertise across multiple domains, such as data science and business analytics, where individuals with E-shaped skills can thrive.
  • Remote and Distributed Work: The rise of remote and distributed work arrangements, which may require individuals to develop E-shaped skills to effectively collaborate and communicate across virtual teams and digital platforms.
  • Lifelong Learning Ecosystems: The development of lifelong learning ecosystems that support continuous skill development and adaptation, enabling individuals to cultivate and leverage E-shaped skills throughout their careers.

Conclusion

E-shaped skills represent a specialized and deep skill set in multiple areas, enabling individuals to excel in their primary domain while also being capable of collaborating across disciplines, fostering innovation, and solving complex problems that require interdisciplinary approaches. By developing E-shaped skills, individuals can enhance their versatility, adaptability, and effectiveness in today’s dynamic and interconnected world, positioning themselves for success in their careers and endeavors. As organizations and individuals embrace the principles of E-shaped skills, the potential for fostering creativity, innovation, and collaboration across diverse domains and industries continues to expand.

Key Highlights:

  • Definition: E-shaped skills represent expertise in three interconnected domains, emphasizing a multidimensional approach to skill development.
  • Core Elements:
    • Expertise in Three Areas
    • Interdisciplinary Integration
  • Significance in the Modern Workforce:
    • Versatility and Adaptability
    • Innovation and Creativity
    • Collaboration and Communication
    • Leadership Potential
    • Adaptive Career Paths
  • Developing E-Shaped Skills:
    • Identify Your Domains
    • Set Integration Goals
    • Cross-Training
    • Interdisciplinary Projects
    • Mentorship and Networking
    • Continuous Learning
    • Problem-Solving Exercises
    • Communication Skills
  • Impact on Career Success:
    • Career Advancement
    • Innovation Leadership
    • Entrepreneurship
    • Global Perspectives
    • Problem-Solving Excellence
  • Challenges and Considerations:
    • Time and Commitment
    • Balance and Integration
    • Changing Fields
    • Staying Current
  • Conclusion: E-shaped skills offer a unique pathway to career success, enabling professionals to excel in interdisciplinary collaboration, innovation, and problem-solving. While developing E-shaped skills requires dedication and effort, the rewards in terms of career advancement and adaptability are significant in the dynamic landscape of the modern workforce.

Related FrameworkDescriptionWhen to Apply
T-shaped Skills– Describes a skill set characterized by depth in one specialized area (the vertical stroke of the “T”) complemented by a breadth of knowledge and skills across multiple disciplines (the horizontal stroke of the “T”). T-shaped skills emphasize the ability to collaborate across diverse domains, integrate knowledge from various fields, and communicate effectively with interdisciplinary teams. By combining depth and breadth, T-shaped skills foster innovation, creativity, and adaptability in complex problem-solving contexts.– Applicable in team-based projects, cross-functional collaboration, and innovation initiatives where leveraging diverse expertise, perspectives, and skills is essential for addressing complex challenges, driving innovation, and achieving synergy and collective impact across multidisciplinary teams and organizations.
I-shaped Skills– Represent a skill set characterized by deep expertise in one specialized area, typically denoted by the vertical stroke of the “I.” I-shaped skills emphasize mastery and depth of knowledge in a specific domain or discipline. While I-shaped skills are valuable for technical proficiency, they may lack versatility and adaptability in interdisciplinary contexts.– Relevant in specialized technical roles, domain-specific research, and expert consulting where in-depth knowledge and expertise in a particular field are critical for achieving excellence, advancing knowledge, and providing specialized solutions and insights to address complex challenges and meet specific project requirements.
Pi-shaped Skills– Builds on the T-shaped skills model by incorporating a second vertical stroke, forming the shape of the Greek letter pi (π). Pi-shaped skills represent deep expertise in two specialized areas, complemented by a breadth of knowledge and skills across multiple disciplines. Pi-shaped skills emphasize the ability to integrate insights, methodologies, and approaches from two distinct domains to tackle complex problems and generate innovative solutions. By combining depth in multiple areas, Pi-shaped skills enhance individuals’ capacity for interdisciplinary collaboration and creative synthesis.– Applicable in interdisciplinary research, cross-sector partnerships, and innovation ecosystems where addressing complex, multifaceted challenges requires expertise from multiple domains and the ability to bridge disciplinary boundaries, integrate diverse perspectives, and leverage synergies and complementarities across specialized fields to drive breakthrough innovations and advance collective goals and impact.
M-shaped Skills– Represents a skill set characterized by expertise in multiple specialized areas, denoted by the multiple vertical strokes of the letter M. M-shaped skills combine depth in several domains with the ability to navigate and connect across diverse disciplines. M-shaped skills emphasize versatility, adaptability, and the capacity to transition between different roles, projects, and contexts seamlessly. By cultivating expertise in multiple areas, M-shaped skills enable individuals to tackle complex challenges from multiple angles and contribute effectively across various domains.– Relevant in multidisciplinary research, entrepreneurship, and portfolio careers where individuals engage in diverse projects, ventures, and initiatives that require expertise across multiple domains and the ability to pivot, learn quickly, and apply insights from different fields to address evolving challenges and opportunities effectively and creatively.
Comb-shaped Skills– Extends the concept of T-shaped skills by incorporating multiple horizontal strokes, forming the shape of a comb. Comb-shaped skills emphasize deep expertise in one specialized area, complemented by a breadth of knowledge and skills across multiple domains, represented by the teeth of the comb. Comb-shaped skills highlight the ability to engage with diverse perspectives, methods, and tools while maintaining a strong foundation in a core discipline. By integrating expertise from various fields, comb-shaped skills enhance individuals’ capacity for interdisciplinary collaboration and innovative problem-solving.– Applicable in cross-disciplinary research, design education, and complex project management where navigating diverse knowledge domains, methodologies, and stakeholder perspectives is essential for addressing multifaceted challenges, fostering innovation, and achieving project success and impact through interdisciplinary collaboration, integration, and synthesis.

Read Next: Organizational Structure.

Types of Organizational Structures

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Organizational Structures

Siloed Organizational Structures

Functional

functional-organizational-structure
In a functional organizational structure, groups and teams are organized based on function. Therefore, this organization follows a top-down structure, where most decision flows from top management to bottom. Thus, the bottom of the organization mostly follows the strategy detailed by the top of the organization.

Divisional

divisional-organizational-structure

Open Organizational Structures

Matrix

matrix-organizational-structure

Flat

flat-organizational-structure
In a flat organizational structure, there is little to no middle management between employees and executives. Therefore it reduces the space between employees and executives to enable an effective communication flow within the organization, thus being faster and leaner.

Connected Business Frameworks

Portfolio Management

project-portfolio-matrix
Project portfolio management (PPM) is a systematic approach to selecting and managing a collection of projects aligned with organizational objectives. That is a business process of managing multiple projects which can be identified, prioritized, and managed within the organization. PPM helps organizations optimize their investments by allocating resources efficiently across all initiatives.

Kotter’s 8-Step Change Model

kotters-8-step-change-model
Harvard Business School professor Dr. John Kotter has been a thought-leader on organizational change, and he developed Kotter’s 8-step change model, which helps business managers deal with organizational change. Kotter created the 8-step model to drive organizational transformation.

Nadler-Tushman Congruence Model

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The Nadler-Tushman Congruence Model was created by David Nadler and Michael Tushman at Columbia University. The Nadler-Tushman Congruence Model is a diagnostic tool that identifies problem areas within a company. In the context of business, congruence occurs when the goals of different people or interest groups coincide.

McKinsey’s Seven Degrees of Freedom

mckinseys-seven-degrees
McKinsey’s Seven Degrees of Freedom for Growth is a strategy tool. Developed by partners at McKinsey and Company, the tool helps businesses understand which opportunities will contribute to expansion, and therefore it helps to prioritize those initiatives.

Mintzberg’s 5Ps

5ps-of-strategy
Mintzberg’s 5Ps of Strategy is a strategy development model that examines five different perspectives (plan, ploy, pattern, position, perspective) to develop a successful business strategy. A sixth perspective has been developed over the years, called Practice, which was created to help businesses execute their strategies.

COSO Framework

coso-framework
The COSO framework is a means of designing, implementing, and evaluating control within an organization. The COSO framework’s five components are control environment, risk assessment, control activities, information and communication, and monitoring activities. As a fraud risk management tool, businesses can design, implement, and evaluate internal control procedures.

TOWS Matrix

tows-matrix
The TOWS Matrix is an acronym for Threats, Opportunities, Weaknesses, and Strengths. The matrix is a variation on the SWOT Analysis, and it seeks to address criticisms of the SWOT Analysis regarding its inability to show relationships between the various categories.

Lewin’s Change Management

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Lewin’s change management model helps businesses manage the uncertainty and resistance associated with change. Kurt Lewin, one of the first academics to focus his research on group dynamics, developed a three-stage model. He proposed that the behavior of individuals happened as a function of group behavior.

Organizational Structure Case Studies

OpenAI Organizational Structure

openai-organizational-structure
OpenAI is an artificial intelligence research laboratory that transitioned into a for-profit organization in 2019. The corporate structure is organized around two entities: OpenAI, Inc., which is a single-member Delaware LLC controlled by OpenAI non-profit, And OpenAI LP, which is a capped, for-profit organization. The OpenAI LP is governed by the board of OpenAI, Inc (the foundation), which acts as a General Partner. At the same time, Limited Partners comprise employees of the LP, some of the board members, and other investors like Reid Hoffman’s charitable foundation, Khosla Ventures, and Microsoft, the leading investor in the LP.

Airbnb Organizational Structure

airbnb-organizational-structure
Airbnb follows a holacracy model, or a sort of flat organizational structure, where teams are organized for projects, to move quickly and iterate fast, thus keeping a lean and flexible approach. Airbnb also moved to a hybrid model where employees can work from anywhere and meet on a quarterly basis to plan ahead, and connect to each other.

Amazon Organizational Structure

amazon-organizational-structure
The Amazon organizational structure is predominantly hierarchical with elements of function-based structure and geographic divisions. While Amazon started as a lean, flat organization in its early years, it transitioned into a hierarchical organization with its jobs and functions clearly defined as it scaled.

Apple Organizational Structure

apple-organizational-structure
Apple has a traditional hierarchical structure with product-based grouping and some collaboration between divisions.

Coca-Cola Organizational Structure

coca-cola-organizational-structure
The Coca-Cola Company has a somewhat complex matrix organizational structure with geographic divisions, product divisions, business-type units, and functional groups.

Costco Organizational Structure

costco-organizational-structure
Costco has a matrix organizational structure, which can simply be defined as any structure that combines two or more different types. In this case, a predominant functional structure exists with a more secondary divisional structure. Costco’s geographic divisions reflect its strong presence in the United States combined with its expanding global presence. There are six divisions in the country alone to reflect its standing as the source of most company revenue. Compared to competitor Walmart, for example, Costco takes more a decentralized approach to management, decision-making, and autonomy. This allows the company’s stores and divisions to more flexibly respond to local market conditions.

Dell Organizational Structure

dell-organizational-structure
Dell has a functional organizational structure with some degree of decentralization. This means functional departments share information, contribute ideas to the success of the organization and have some degree of decision-making power.

eBay Organizational Structure

ebay-organizational-structure
eBay was until recently a multi-divisional (M-form) organization with semi-autonomous units grouped according to the services they provided. Today, eBay has a single division called Marketplace, which includes eBay and its international iterations.

Facebook Organizational Structure

facebook-organizational-structure
Facebook is characterized by a multi-faceted matrix organizational structure. The company utilizes a flat organizational structure in combination with corporate function-based teams and product-based or geographic divisions. The flat organization structure is organized around the leadership of Mark Zuckerberg, and the key executives around him. On the other hand, the function-based teams are based on the main corporate functions (like HR, product management, investor relations, and so on).

Goldman Sachs’ Organizational Structure

goldman-sacks-organizational-structures
Goldman Sachs has a hierarchical structure with a clear chain of command and defined career advancement process. The structure is also underpinned by business-type divisions and function-based groups.

Google Organizational Structure

google-organizational-structure
Google (Alphabet) has a cross-functional (team-based) organizational structure known as a matrix structure with some degree of flatness. Over the years, as the company scaled and it became a tech giant, its organizational structure is morphing more into a centralized organization.

IBM Organizational Structure

ibm-organizational-structure
IBM has an organizational structure characterized by product-based divisions, enabling its strategy to develop innovative and competitive products in multiple markets. IBM is also characterized by function-based segments that support product development and innovation for each product-based division, which include Global Markets, Integrated Supply Chain, Research, Development, and Intellectual Property.

McDonald’s Organizational Structure

mcdonald-organizational-structure
McDonald’s has a divisional organizational structure where each division – based on geographical location – is assigned operational responsibilities and strategic objectives. The main geographical divisions are the US, internationally operated markets, and international developmental licensed markets. And on the other hand, the hierarchical leadership structure is organized around regional and functional divisions.

McKinsey Organizational Structure

mckinsey-organizational-structure
McKinsey & Company has a decentralized organizational structure with mostly self-managing offices, committees, and employees. There are also functional groups and geographic divisions with proprietary names.

Microsoft Organizational Structure

microsoft-organizational-structure
Microsoft has a product-type divisional organizational structure based on functions and engineering groups. As the company scaled over time it also became more hierarchical, however still keeping its hybrid approach between functions, engineering groups, and management.

Nestlé Organizational Structure

nestle-organizational-structure
Nestlé has a geographical divisional structure with operations segmented into five key regions. For many years, Swiss multinational food and drink company Nestlé had a complex and decentralized matrix organizational structure where its numerous brands and subsidiaries were free to operate autonomously.

Nike Organizational Structure

nike-organizational-structure
Nike has a matrix organizational structure incorporating geographic divisions. Nike’s matrix structure is also present at the regional and sub-regional levels. Managerial responsibility is segmented according to business unit (apparel, footwear, and equipment) and function (human resources, finance, marketing, sales, and operations).

Patagonia Organizational Structure

patagonia-organizational-structure
Patagonia has a particular organizational structure, where its founder, Chouinard, disposed of the company’s ownership in the hands of two non-profits. The Patagonia Purpose Trust, holding 100% of the voting stocks, is in charge of defining the company’s strategic direction. And the Holdfast Collective, a non-profit, holds 100% of non-voting stocks, aiming to re-invest the brand’s dividends into environmental causes.

Samsung Organizational Structure

samsung-organizational-structure (1)
Samsung has a product-type divisional organizational structure where products determine how resources and business operations are categorized. The main resources around which Samsung’s corporate structure is organized are consumer electronics, IT, and device solutions. In addition, Samsung leadership functions are organized around a few career levels grades, based on experience (assistant, professional, senior professional, and principal professional).

Sony Organizational Structure

sony-organizational-structure
Sony has a matrix organizational structure primarily based on function-based groups and product/business divisions. The structure also incorporates geographical divisions. In 2021, Sony announced the overhauling of its organizational structure, changing its name from Sony Corporation to Sony Group Corporation to better identify itself as the headquarters of the Sony group of companies skewing the company toward product divisions.

Starbucks Organizational Structure

starbucks-organizational-structure
Starbucks follows a matrix organizational structure with a combination of vertical and horizontal structures. It is characterized by multiple, overlapping chains of command and divisions.

Tesla Organizational Structure

tesla-organizational-structure
Tesla is characterized by a functional organizational structure with aspects of a hierarchical structure. Tesla does employ functional centers that cover all business activities, including finance, sales, marketing, technology, engineering, design, and the offices of the CEO and chairperson. Tesla’s headquarters in Austin, Texas, decide the strategic direction of the company, with international operations given little autonomy.

Toyota Organizational Structure

toyota-organizational-structure
Toyota has a divisional organizational structure where business operations are centered around the market, product, and geographic groups. Therefore, Toyota organizes its corporate structure around global hierarchies (most strategic decisions come from Japan’s headquarter), product-based divisions (where the organization is broken down, based on each product line), and geographical divisions (according to the geographical areas under management).

Walmart Organizational Structure

walmart-organizational-structure
Walmart has a hybrid hierarchical-functional organizational structure, otherwise referred to as a matrix structure that combines multiple approaches. On the one hand, Walmart follows a hierarchical structure, where the current CEO Doug McMillon is the only employee without a direct superior, and directives are sent from top-level management. On the other hand, the function-based structure of Walmart is used to categorize employees according to their particular skills and experience.

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