Research tagged with "Org Design"

Too many organizations are struggling to adapt to a changing world because of their bureaucracies. The time is now to dismantle them. Address the four main root causes of bureaucracy: skill gaps, motivation gaps, time gaps, and knowledge gaps.

Middle management has gotten far too bureaucratic, demanding, and dull. Here's a fice-step playbook for making middle management impactful and exciting again.

In our gut, something about blame feels wrong. Yet even in high-performing organizations, blame is common. It's time we unpack blame - why it happens, why it hurts performance, and what to do about it.

Too many employees are stuck in an endless rut of meetings and memos, accomplishing less and moving slower. In a more volatile and rapidly changing world, this is exactly the opposite of what every organization needs to do. To create highly functional organizations at scale, leaders must first understand the five most common root causes of organizational dysfunction: 1. The world is more volatile 2. Companies are not built for volatility 3. Scaling without skilling 4. Mismatched time horizons 5. The nature of work itself is completely changing

Most companies are managing the wrong things when it comes to accountability. For people to hold themselves accountable, give them the proper tools and metrics to engage in and learn from their work. To create a culture of accountability in your organization, there are three critical steps: motivation has to come first, focus on behaviors and habits, and create a chain of accountability.

Nobody likes a praise sandwich. So why do leaders keep giving it? Instead, organizations should make on-the-job learning on motivating skills a part of every day. The 5 steps to building apprenticeship cultures: Step 1: Start with a skill catalog. Step 2: Colleagues initiate the process. Step 3: Leaders and colleagues create on-the-job learning plans. Step 4: Leaders and colleagues work together to practice. Step 5: Colleagues seek endorsement.