The matrix organisation looks glamorous : global vision, cross-functional projects, international mobility. Yet the very first promotion often triggers a panic question : “How many bosses do I have, exactly? Where does my turf start and end?”
To avoid the lost-actor-on-stage syndrome, let’s revisit Henry Mintzberg’s ten managerial roles – updated for the 2020+ multinational.
In this article :
- The 10 roles, 3 clusters
- The matrix pitfalls
- Your managerial signature
- 3 actions you can launch tomorrow
1. The ten roles – « Global » edition
| Cluster | Role | Translation inside a matrix org |
|---|---|---|
| Interpersonal | Figurehead Symbolic representative | Be the team’s “shop window” towards global HQ : image + storytelling. |
| Leader Mobiliser | Rally members spread across three time zones around shared OKRs. | |
| Liaison Connector | Activate APAC / EMEA internal network to unlock resources or intel. | |
| Informational | Monitor Watcher | Scan markets, Slack channels, Teams & coffee corners; detect weak signals. |
| Disseminator Translator | Translate US-HQ strategy for the local squad (and vice versa). | |
| Spokesperson Ambassador | Pitch country wins in a worldwide webcast : lobbying + benchmark. | |
| Decisional | Entrepreneur Intrapreneur | Launch a regional POC before internal competition does. |
| Disturbance handler Fire-fighter | Fix a live product bug without triggering a blame-game war. | |
| Resource allocator Budget arbiter | Split the quarterly budget & FTEs between global projects and local emergencies. | |
| Negotiator Deal-maker | Close an SLA with an offshore service centre while protecting local margin. |
2. Matrix mode : three frequent traps
- Floating leadership : believing one superior decides everything.
→ Map sponsors, influencers, gate-keepers. - Over-delegation upward : dumping hard decisions on HQ, losing the driver’s seat.
→ Own your trade-offs + back them with local data. - Permanent saviour : fixing everything yourself, thus remaining locked into the current job.
→ Show you still have fuel for level N+1.
3. Your managerial signature
Same org-chart, multiple styles. Before you juggle the ten roles :
- Clarify your vision – where do you want to take the team ?
- Craft your personal mission – why does it matter ?
- List your non-negotiable values – your ethical red lines.
This inner compass will guide both everyday decisions and the climate you set.
4. Three actions you can start tomorrow
- Micro-network audit : jot down five non-hierarchical people who can speed up (or block) your projects. Take coffee with at least one of them this week.
- Role review : pick one Mintzberg role you’re weak at. Ask a peer for one precise feedback point and a practical tip.
- Team storytelling : in three lines, prepare how you’ll present your squad’s wins on the next global call. (That’s the Spokesperson role!)
Want to dive deeper ?
The PCM® (Process Communication Model) grid pinpoints your natural communication strengths and dominant leadership style – a precious asset to navigate the matrix without losing authenticity.