The elimination of the painful yearly charade of sitting with your manager taking 15 minutes to agree on what was your fault and agree on what ‘Exceeded Expectations’ vs. ‘Below Expectations’ – is a left over practice that is only culturally accepted as “this is how we have always done things”
Organization Design is the foundation of the company and how you operate day to day to accomplish work. With pressure the foundational cracks become more apparent and enlarge. Leaving everyone to do the best they can while their work and capacity to improve the company is crumbling around them.
Through an interactive and extrospective approach we will discover possible solutions that work at that time then work to amplify & reflect these results with the team.
Few companies know to deal with hiring and promotion mistakes and they repeat them, knowing that they are creating failure and organizational chaos.
Unfortunately the employee, that is now in the role that they cannot adequately fill, is usually punished by termination or sent to training.
You cannot teach a tadpole to be a frog by giving it jumping lessons.
People cannot be taught, coached, developed and/or trained to work at a level of complexity above what they are capable of doing.
Organizations and teams exist to get work done. This often proves to be challenging. It requires a structure with competent people at each level of the organization and procedures which allow them to do their best, unencumbered by red-tape and nincompoop managers who shouldn’t be there in the first place.
It is not just a matter the manager’s saying ‘Do this it’s what you’re paid for!’; it is requisitely a matter of saying, ‘I want this task done and I am assigning it to you; I am accountable for assessing the outcome.
Can a hierarchical organization with Manager / Subordinate relationships increase and attract trust? Can individuals be free in a system like this? Are justice, fairness and equity false assumptions within hierarchies? Isn’t authority the same as authoritarianism and autocracy; which repel trust for the sake of those in power?
It is fruitless to ask “Is management or leadership more important in an organization?”, in the same sense that it is a non-question to ask whether the length and color of a stick are more important than the stick. You cannot have the thing without its properties.