I like to fancy myself as someone who is connected to the universe. When it comes to my work, I like to be connected to the universe of corporate learning, coaching, and management development. Lately, either due to serendipity or karmic need, I have come across several pleas for reinventing management. While, not a completely new idea by any stretch, it seems to again be a timely notion as it’s a notion that lives not only within the corporate domain but also within our organizational and institutional mindset. We are existing in an outmoded construct for the kind of work we do and the productivity we need to do it. Technology, connectivity, and immediacy have rolled over our organizations and we are splattering all over the place. It’s as invigorating as it is aggravating. We are being forced to improvise and invent almost daily — if we’re paying attention. And we are flailing to get the skill sets to cope. This is evidenced in the lack of the needed capabilities in our workforce — critical thinking for example.
So, what does this have to do with management? Management is the keystone to business success. How we think and perform as managers are critical to how our organizations’ function, grow, and succeed. Ah… but leadership! Yes, leadership is obviously necessary (vision, direction, purpose, etc.) but good management is what gets you there, keeps you there, and allows you to move forward. Conversely, it’s also what can hold you back, allow you to miss the window, and kill your culture. And, it’s the one skill set that is primarily gained via OJT (on-the-job training) — transferred from one manager to another to the up-and-coming while laying the bedrock of your company culture at the same time. It’s paramount and it’s time to re-examine our beliefs about management.
Here are some of the ideas I’ve seen:
- Crowdsourced Performance Reviews – the ability for peers, downline reports, and upline managers to post feedback regarding an individuals performance at any time in a centralized location that can be collected and reviewed.
- A More Autonomous, Self-Regulated Workforce – getting great performance by relinquishing control to the people who know best what needs to be done.
- Workforce Intelligence – deploying business analytics as a key part of human capital management, designed to reduce turnover, increase engagement and create more effective development plans. So, if there is the knowledge that the turnover of a single position is the equivalent to 30% of the annual salary of the position, does this effectively change the focus on how that person is engaged by managers? Are managers trained and equipped to have that data and act upon it for mutual benefit?
These are just a few. It’s definitely a cry for a redistribution of power, a more human-centered approach, and increased personal performance accountability.
I would love to hear what’s got you thinking about a different kind of management. I’m still thinking, reading, participating, and fascinated.
At Management Possible®, we have created leadership and management training programs that can help teach leaders how to be effective in what they do. Learn more about our programs and start building your skills and developing a different type of management to integrate into your business. Feel free to contact us with any questions you may have.