Rethinking Organizational Structures: The Unsung Role of Support Systems in Building High-Performing Teams
For years, organizational structures have been based on the assumption that the visible leaders, or "neurons," drive performance and success. Support functions—ranging from HR to IT—have traditionally been viewed as peripheral—crucial but secondary to the decision-makers at the top. However, just as modern neuroscience has debunked the old myth that glial cells in the brain serve only as passive support for neurons, a closer examination of organizational psychology reveals that support structures, like glial cells, are integral to the functioning of a healthy, successful organization.
A New Paradigm: Leaders and Support Systems Working Together
Historically, organizations have operated with a hierarchical structure, where leaders (the "neurons") are seen as the primary drivers of strategy, innovation, and decision-making, while support systems (the "glia") are relegated to secondary roles. However, just as glial cells in the brain are now understood to be as abundant and important as neurons, we can begin to rethink organizational design as a collaborative ecosystem. In this new paradigm, both leaders and their support systems join forces in ensuring the organization thrives.
The revelation that glial cells outnumber neurons in the brain has challenged the belief that "neurons" (leaders) are the sole engines of success. Just as the brain functions best when neurons and glia work together, organizations function best when leaders collaborate with their teams and support functions to optimize performance.
Support Functions: The Glial Cells of Organizational Structure
Glial cells are not only abundant in the brain; they play an indispensable role in ensuring neurons work effectively. In an organization, the support functions—HR, IT, operations, and finance—act as the "glia" of the business, enabling the organization to perform at its peak. Just as glial cells monitor and maintain neuronal connections, these functions ensure that the operational backbone of the organization is in place to allow leaders and teams to excel.
HR and Employee Well-being: In the same way that glial cells like astrocytes regulate neuronal communication, HR functions are responsible for maintaining a healthy organizational culture, facilitating communication between employees, and providing support when needed. HR isn't just about hiring and firing; it’s about fostering an environment where employees can thrive, learn, grow, and contribute to the organization’s success.
IT and Operational Support: Just as glial cells like microglia monitor the brain’s health and "clean up" when things go wrong, the IT and operations teams are the unseen workers that ensure smooth business processes. They are the ones fixing technical issues, optimizing systems, and maintaining infrastructure, much like how microglia maintain the brain's cellular health. When these support functions fail, just as when glial cells malfunction, the entire organization can suffer.
Finance and Strategic Planning: Financial teams, while not always in the limelight, ensure the organization's long-term viability. In a similar vein to how glial cells regulate neuronal stability, finance departments ensure that resources are allocated correctly, and budgets are managed to sustain the organization’s growth. This vital role ensures the organization can weather challenges effectively, adapt to change, and maintain stability during periods of uncertainty, ultimately supporting sustainable growth, just as glial cells help neurons adapt and recover.
The Importance of Support Systems in Crisis and Innovation
Support systems are particularly crucial during times of crisis or organizational change. In much the same way that glial cells help the brain recover from injury, organizational support functions can help guide a company through a difficult period. Whether it’s a market downturn, a technological disruption, or an internal restructuring, support functions act as the backbone, offering stability and continuity.
Furthermore, just as glial cells are involved in brain plasticity—the brain's ability to adapt and reorganize itself in response to learning and experiences—organizational support systems are critical in helping teams adapt to new challenges, learn from failure, and improve over time. HR teams, for example, don’t just mediate between employees and management; they are often responsible for creating learning opportunities and fostering a growth mindset throughout the organization.
Dysfunctional Support Systems: The Cost of Overlooking the "Glia"
The emerging understanding of glial cells has shown that dysfunction in these support systems can lead to cognitive and emotional disorders in the brain, such as Alzheimer's, bipolar disorder, schizophrenia, obsessive-compulsive disorder (OCD), as well as depression and anxiety. Similarly, when support systems within an organization are underfunded, overlooked, or mismanaged, the results can be detrimental.
Dysfunctional support functions—whether it’s ineffective HR processes, poor communication between departments, or inadequate infrastructure—can create a toxic work environment, hinder performance, and lead to employee burnout. Just as dysfunctional glial cells (“Glia”) are linked to conditions like autism, Alzheimer's, and depression, dysfunctional organizational support systems can contribute to widespread inefficiencies, disengagement, and organizational failure.
This is why organizations need to invest as much in their support functions as they do in their leadership and innovation teams. Without proper investment in support systems, even the best leaders will struggle to succeed.
The Role of Leaders in Enhancing Support Systems
Leaders in organizations need to understand that success is not just about their own vision and decisions—it’s also about the collaborative effort with support teams that help bring that vision to life. In the brain, neurons rely on glial cells to regulate their functions and maintain healthy connections. In organizations, leaders rely on their teams to execute, innovate, and support the vision.
To achieve this, leaders must develop a culture of collaboration and mutual respect, where the contributions of support functions are recognized and valued. By creating environments where HR, IT, finance, and other support functions are seen as integral partners in success, organizations can ensure that all parts of the business work together seamlessly, much like a brain where neurons and glial cells collaborate to produce thoughts and actions.
Moving Toward a Collaborative Organizational Ecosystem
Neuroscience has highlighted the vital role of glial cells in brain function, shifting the narrative from a neuron-centric view to one of interconnected partnership. Similarly, organizational psychology is uncovering the critical importance of support systems in driving success. In this analogy, leaders are the "neurons," providing direction and vision, while their teams and support systems function as the "Glia," ensuring stability, communication, and growth. Both are indispensable for building high-performing and sustainable organizations.
The future of organizational design lies in embracing structures that value both visible leaders and the often-overlooked support functions that enable them to succeed. By fostering a collaborative and inclusive culture where every part of the organization—whether leadership, HR, IT, or operations—works together, companies can unlock greater innovation, build resilience, and truly thrive.
Just as the brain’s neurons and glial cells must work in harmony to create healthy thoughts and behaviors, the most successful organizations are those where leadership and support systems collaborate seamlessly to achieve lasting prosperity.