No More Company Titles
It’s always good to challenge the way you think an organization should perform together. People seem to gravitate to the known which blocks a lot of creativity. Creativity is really what propels a company forward…not just management.
What if the management team decided to be the bottom of the rung instead of on the top? If the transition is planned ahead of time, a company can minimize the chaos and gain a new perspective in the heirarchy of a company.
You have to read “Why You Need to Flip Your Org Chart” by llya Pozin on Inc.com. It’s a stimulating thought and definitely one that requires a little time to contemplate. It’s similiar to companies that switch from brick and mortar to virtual workplace. It’s reframing your beliefs on what should happen in a workplace.
For this to work, managers can no longer act like managers. Typically, managers assign tasks, correct employees, and serve as an escalation point for a problem. Leaders don’t do this. Leaders improve engagement and increase autonomy in everyone’s work. As a result, people do something not because they are told, but because they want to produce the best work for their clients.
In order for you to contemplate such a cultural change, you have to make sure you have strong talent in place, employees that can work as a team and are invested in quality performance. You, as a manager, are their support and that’s a switch in thinking.
Thinking out of the box is exciting and scary at the same time, yet whenever we try something different we either learn from it or are pleased with ourselves that we succeeded in doing something new.