Very good point. Tying that back into the Conway's law angle on all of this...
I've been a couple levels up the chain at times in my career. When I've seen technical decisions at this level done well is when those people realize that their organizational decisions are inevitably technical decisions because of Conway's law. When the impact of Conway's law is not explicitly considered, things will often look random at the IC level. Too often, organizational leaders don't realize they are dictating technical outcomes with decisions that appear to just be about reporting structure.
An example is when a major new product feature comes along that is big enough to need multiple teams to build/own it for the long term. Where are those teams placed in the organization? Conway's law helps us see that a huge part of the future architecture is being determined by answering that question. Placing those new teams in an existing org mainly responsible for UX will result in a very different architecture than putting the new teams in an org mainly responsible for monetization. Can the teams be split across those orgs? Well, can you envision a reasonable architecture with an enforced divide along those lines? Without recognition of Conway's law, that last question might not be considered and the decision to split or not will be based on other factors.
Unfortunately that requires multidisciplinary thinking (technical architecture, resource allocation, communication structure, people development, ...). Such broad thinking is not always easy. When leadership starts neglecting one or more of these disciplines, more and more of the people doing the work on affected teams start perceiving the decisions as arbitrary and counter productive. Organizational churn (e.g., teams repeatedly changing location within the org over the course of a year or two) is often leadership looking at a different subset of these dimensions over time, yielding different "correct" answers.
I think microservices turn this around - the idea is that if we ignore them as technical units and treat them as organisational units we can invert conway's law - it's much easier to change how microservices talk to each other than it is to chnage how people do.
But if you chnage the dataflow in a few microservices so that the accounts team no longer deals / works directly with the sales team you have chnaged the organisation.
I've been a couple levels up the chain at times in my career. When I've seen technical decisions at this level done well is when those people realize that their organizational decisions are inevitably technical decisions because of Conway's law. When the impact of Conway's law is not explicitly considered, things will often look random at the IC level. Too often, organizational leaders don't realize they are dictating technical outcomes with decisions that appear to just be about reporting structure.
An example is when a major new product feature comes along that is big enough to need multiple teams to build/own it for the long term. Where are those teams placed in the organization? Conway's law helps us see that a huge part of the future architecture is being determined by answering that question. Placing those new teams in an existing org mainly responsible for UX will result in a very different architecture than putting the new teams in an org mainly responsible for monetization. Can the teams be split across those orgs? Well, can you envision a reasonable architecture with an enforced divide along those lines? Without recognition of Conway's law, that last question might not be considered and the decision to split or not will be based on other factors.
Unfortunately that requires multidisciplinary thinking (technical architecture, resource allocation, communication structure, people development, ...). Such broad thinking is not always easy. When leadership starts neglecting one or more of these disciplines, more and more of the people doing the work on affected teams start perceiving the decisions as arbitrary and counter productive. Organizational churn (e.g., teams repeatedly changing location within the org over the course of a year or two) is often leadership looking at a different subset of these dimensions over time, yielding different "correct" answers.