The Brainquil Blog

Wednesday, December 30th, 2015

What is wrong with the classical management structures Floppy disks are gone, I don’t see any one using rotatory phones anymore and VCRs have become obsolete. Then, why are so many organizations are still stuck in the classical management practices, that are proving to be the biggest obstacle to both progress and growth?

 

 

Back in the industrial age, Management was built on the ethos of predict and control. A genius individual, who is both knowledgeable and educated, would dictate his minions what to do and how to do it. At the time, knowledge wasn’t as abundant as it is today. Knowledge is available more than ever; the work force is more capable and informed than any previous time, then why is the Genius/minion model still at practice?

 

 

The word Management itself comes from the Italian word, maneggiare, meaning to tame your horse. This explains why so many people are not very affectionate with their managers nor their management and why Bosses are the number one reason why people leave their jobs.
People like to be seen as people and be treated as such. Humans who can reason, think, decide and act upon their wills. More than ever, this generation of workers look at work completely different, as a way to actualize oneself. Managers most certainly can offer perspective, field experience and guidance, though, it's a game of letting go of how to reach the preset goals. Leadership and Management in this era of Millennials, or lifeholics should be approached in ways that accommodates this new generation of workers.

 

 

Peter Drucker, one the most influential authors of Entrepreneurship and Innovation, calls this generation of workers, the Knowledge workers. Where knowledge is the real capital and wisest investment. Nowadays, companies are hiring very knowledgeable, capable talents, then cornering them into strict operational work, keeping them at the mercy of approvals & consents of other senior people for the things they are more than proficient to take decisions at and follow through. It’s like managers are acting as parental figures for employees, thus causing huge headaches for managers on one side, killing initiative & triggering the epidemic of employee disengagement on the other.

 

 

“The function of leadership is to create more leaders, not more followers” Ralph Nader

 

In Soccer games, you find a defense player leading an offense if a need or opportunity arises, without awaiting the approval for his Football manager. Now, if that weren’t the case, I would presume soccer would be a very stagnant and boring game. Besides, this only happens in business.

Imagine if companies could see their people as individuals rather than just functionalities. They could see Marketing Omar as Omar who is an ideation Machine; with unmatched Arranger abilities and can see right through anyone. What if Marketing Omar would have a role in coming up with ideas for top-notch marketing campaigns, optimize the inventory management processes in operations and would conduct HR interviews within the company, with full authority over his different domains?

 

 

What if everyone inside the company is working on the work that he’s exceptional at and the whole work structure is defined by the work that needs to be done, rather than the people or titles that ought be doing the work? Can you grasp how much productivity would sky rocket, if everyone who finds an opportunity to push business forward would capitalize upon it, without awaiting approvals or consents?

 

 

Based on a gallup research, people who work on their strengths are much more engaged and productive. According to Daniel Pink’s book, Drive, Motivation in the work place relies on 3 main factors, Purpose, Autonomy and Mastery. What if companies can be consistent on giving that to its people?

 

Seems more like a Utopia than reality, doesn't it? Well, that is exactly whatZappos, the leading online shoe store has given its employees, Holacracy. Holacracy is the Management system that accommodates to this new fast and dynamic Market. It looks at people as multi-potential individuals with a wide spectrum of capabilities and knowledgeable enough to take decisions and follow through with them.

 

Writing about Holacracy would take more than few posts, but you can know about the Ultimate Solution for Stagnant Management Structures and What you need to know about Holacracy.

 

 

 

In todays work, business has never been so dynamic and the fastest to adapt is a sure winner. Stagnant structures are causing business many valuable opportunities due to how they see human talent.  Holacracy is one key to flexibility, though, in genereal Businesses could go very far and have leaps in growth with just a little change of perspective of how they see their people.

 

Written by:
Ahmed Abaza
A.abaza@brainquil.com