Request: input for blog content
Out of curiosity: which ideas, practices, myths, challenges, opportunities do you want Corporate Rebels to address in any future blog posts?
What do you want us to write about? Curious to hear your thoughts!
I guess the first step is to not look at the company as an entity but as a group of people. And to analyze and map the personal agendas of those in charge or that have great influence.
I once was told: if something isn’t working, and hasn’t been working for a while, it’s probably working very well for somebody.
A part from generic issues regarding resistance to change, as well as those regarding lack of leadership skills, I am finding that personal agendas at the too are a huge maker or breaker of the deal.
In other words I’d look for someone (and only by consequence some company, because their leading it), that is in the right mindset to listen and enact the change.
Bottom-up can have mild results, but without top-down sponsorship, the effect you can have outside of your reach/authority is limited. At least it was in my experience in two 200.000 employee companies operating in the complexity of automotive product development.
If we could tag one apocalyptic rider for adaptive organizations, it would be "traditional performance management." It is old-fashioned performance management that keeps us in a world of humans as resources, as command-and-control takers, with rigid top-down planning, and solid prevention of curious and exploratively-minded cooperation. Its logic is plan – do – check – act.