Oh boy I love this. Quite obvious, but such elegant analysis!
I have one example on top of this:
There is a phenomenon called “teal organizations”, where they replace top-down management with trust. Everyone in the company gets to decide which actions to take, as he’s probably the person closest to the problem. This is counteracted by additional responsibility to always ask someone more experienced than you when you make a decision — but instead of waiting until he gives you orders, you ask him yourself. Also, it doesn’t have to be your boss, it can be more meritorious colleague.
Sorry for the mixed description, you can read more at Reinventing Organizations by Frederic Laloux or at their website. There are many examples of successful organizations that works like that: Zappos, Valve are ones of the popular.
Overall, I love the series. Very deep and to the point, plus a lot of examples.
Oh boy I love this. Quite obvious, but such elegant analysis!
I have one example on top of this:
There is a phenomenon called “teal organizations”, where they replace top-down management with trust. Everyone in the company gets to decide which actions to take, as he’s probably the person closest to the problem. This is counteracted by additional responsibility to always ask someone more experienced than you when you make a decision — but instead of waiting until he gives you orders, you ask him yourself. Also, it doesn’t have to be your boss, it can be more meritorious colleague.
Sorry for the mixed description, you can read more at Reinventing Organizations by Frederic Laloux or at their website. There are many examples of successful organizations that works like that: Zappos, Valve are ones of the popular.
Overall, I love the series. Very deep and to the point, plus a lot of examples.