Sun Tzu said: Handling a large force can be similar to handling a small force. It is a question of organization and structure. Directing and controlling a large force can be similar to directing and controlling a small force. It is a matter of communications and training.

– Chapter Five, Sun Tzu The Art of War

In these lines, Sun Tzu talks about how to use a big force like a small force. The following factor determines it and they are:

1) Organizational structure

2) Communication

3) training

Now we all know that a large force has numerical strength and when they move in groups they are capable of overcoming many challenges, but a fatal characteristic of a large force in my opinion is agility. It cannot move fast because the command from one point will take a long time to travel to the important and critical places of the force. This makes a large force less agile than a small force and we all know that speed is essential in both war and business. So how do we apply prior knowledge to business? Let’s take a look.

Business application

Organizational structure

How is your company structured? How many departments are there? In each department, how many people are there? Who runs each department? How many levels are there between the head of department and the lowest level? What information flows to which department? Critical information has to flow through how many levels in the hierarchy before it can be effected? These are some of the questions to consider when reviewing the structure of your organization.

You must also decide whether you need to create new departments for certain functions. This is because with each new addition to your organization, you run the risk of confusion if the scope of duty is not clearly defined.

Communication

The next important aspect is communication. As I mentioned in my other article, information needs to flow to the relevant departments and critical staff. But there is one particular way that it could hinder the flow of information and that is human error. For example, you sent an email to the wrong addresses, forgot to call, and missed certain attachments when the email was sent. To err is human, those things are inevitable. A checklist would be helpful here.

One thing to keep in mind here is that your organization may have to cultivate a structure such that employees who take the right initiatives are rewarded. Otherwise, who would want to take one if it doesn’t reward you for the correct action taken, but instead punishes you when you took the wrong action?

Training

Now in those days when Sun Tzu was writing the book, the formations referred to how cavalry, infantry, and chariots are organized and positioned on the battlefield. So I would ask, what is “training” in the business world? It would mean who are the people or departments involved in certain projects. Are people with relevant and complementary skill sets on this team? Could a healthy amount of conflict be generated so that a good strategy can be devised? It all comes down to how you rebuild your employees, like the pieces of a puzzle, and create the best image you’ve ever seen.