Historic Wonder & Organizational Blunder

If I were a physician I would prescribe a sedative for the hierarchically inclined before reading Gary Hamel’s prelude to Reinventing Management at the Mashup: Architecture & Ideology starting a week from now in NY.

Gary’s insightful article attacks the spurious half-steps of incremental improvement characterizing current bureaucracies as breeding grounds for “sycophants” perpetuating the past while discouraging innovation and experimentation.  He leaves no room for compromise saying; “you can’t endorse a top-down authority structure and be serious about enhancing adaptability, innovation or engagement” inspired a volley of comments from half a dozen additional champions of change.

 Addressing both architecture and ideology detailed discussions focused on the creation of “human-centric organizations” transformed with a common belief that we cannot incrementally improve that which is fundamentally broken.

Though applied in this discussion to everything from societies to cities I would recommend you use this “Ten Step Sniff Test” extracted from the discussion to evaluate both the architecture and ideology of your association.

 If you can’t answer yes to these ten maybe it is time to ask if not now when?

 1) Policies, Standards and Contracts are defined via reason, and consistently applied to all?

2) Organizational resources are fairly allocated and transparently monitored?

3) Rational measures are common for ALL?

4) Performance review systems (staff and board) are designed for support rather than expulsion?

5) Accounting processes are transparent to all members?

6) Volunteers and staff are selected and compensated (or rewarded) for personal mastery and measurable results?

7) Opportunities are available to all members and not confined to fixed titles or positional authority?

8) Purposes are well defined, consistently measured and contractually agreed upon including internal and external partners?

9) Systems are open to all for question, exploration and debate by all stakeholders?

10) Meetings are defined by inclusive processes or defensive personalities?

If the design that used to float your boat has become anchor that will sink your future join the discussion at the new Peer Power Performance LinkedIn group to share systems that are:

• All-inclusive

• Non-coercive

• Totally transparent

• Collaborative Systems