Book Review: Under New Management

Under New Management Book CoverI have been saying for some time now that the way we do business is broken. I guess I should say that our models for achieving success are no longer sustainable. In fact, we have outgrown our one-size-fits-all approach to business process, leadership, and structure.  Something has to give…. and it has.

In his new book, Under New Management, Author David Burkus peels back our stale expectations of leading and managing and opens our eyes to new and innovative approaches to business. To the classically trained leader, his concepts can be downright provocative and will challenge the very core of their beliefs. Some mind bending examples include outlawing email, paying people to quit, ditching performance appraisals, firing the managers, and writing org charts in pencil. The managerial curmudgeon might scoff at these ideas as fantasy and think they will never work.

Burkus anticipates these arguments and takes the additional steps needed to move the reader from ethereal to relative by offering examples of organizations who are successfully embracing these very ideas. While many of these new concepts may be born out of the technology industry, Burkus offers examples outside of the tech field. Real case studies from Volkswagen, Wegmans Food Markets, Shake Shack, Starbucks and Whole Foods.

Gone are the days of “this is not how we do things around here” and I couldn’t be happier. The 21st Century will require new ways of thinking and new approaches. These approaches may very well go beyond the ideas of outlawing email and losing the standard vacation policies. We don’t have to agree with everything in the book – but I think Burkus invites us into something deeper. He invites us to free ourselves to pave the way and come up with new and creative ideas that feed the human spirit and engage human happiness and productivity in the process. Under New Management should be one of the keys that release us from the old ways of thinking and finally give us permission to break the rules.

I strongly recommend that every leader read this book and then imagine the possibilities when we begin to “redesign the factory” and develop meaningful change in our own companies. Under New Management is Available now on Amazon http://tiny.cc/fvz29x. You can reach David through his website at http://davidburkus.com/.

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Dr. Philip A. Foster is considered a Thought Leader in Business Operations, Organization and Strategic Leadership. He is a prolific writer, International Lecturer and Best Selling Author of “The Open Organization” – now available through Ashgate Publishing. Philip is certified in both Leadership and coaching. He is the Founder and CEO of Maximum Change Leadership and Business Consulting, serving clients from around the world. He is a Doctor of Strategic Leadership with emphasis in Strategic Foresight and holds a Master of Art in Organizational Leadership, both from Regent University, Virginia. Twitter: @maximumchange, E-mail: philip@maximumchange.com.

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The Death of the Manager (the coming extinction)

09wquestion-1346176260458I am not ready to send you to a museum to study the habits and hang-ups of the 20th century manager just yet. But I do see this as an opportunity to create dialogue related to the death of management as we know it. I am in no way abdicating that organizations of the future will be leaderless. I am however sounding the alarm that leaders must find a way to redefine themselves before it is too late. The trends are already proving that organizations are flattening their hierarchies and are doing more with less human capital. The greatest threat to the manager today is denial that things will change whether they are ready or not. The problem, as I see it, is that most all managers are classically trained in business schools to run an organization via the classic command-and-control hierarchy. Many business schools are failing us in that they teach leaders a 19th century approach to leadership. Add to this confusion a 20th century approach to human relations and you have a pending ice age of epic proportions over the field of management. Management is evolving into something greater than a single position of status. Organizations are not moving to leaderless insomuch as they are trending toward self-leadership models. Self-leadership is where everyone contributes from their own strength and skill-set. Everyone has a say in the strategy and direction of the organization as a whole.

I was recently involved in a dialogue with some business colleagues on the matter of who is responsible for the strategy and its achievement in an organization. The crux of the conversation was around why strategies fail. I argued strongly for the coming of the flatter more agile organization that moves away from the idea of a leader dictating vision, goals and process. As you can imagine some of us old school classically trained leaders pushed back on this notion. There is no question in my mind that the state of leadership is in transition. We are about to see the greatest shift in organizational leadership since Fredrick Taylor adopted the Scientific Management approach to production in the 1890s. In an effort to give structure to this idea of self-led organizations, I have adopted the idea of the Open Organization. An Open Organization is simply a method of self-leadership in which individuals participate in the movement of an organization from their strengths. The Open Organization is a decentralized structure which trends away from authoritarian management styles, separatist titles and privileges of multilevel hierarchies found mostly in the 19th and 20th century. So, what are we to do to save our managers? First we should acknowledge the correlation between effective leadership and how much autonomy is given to the followers. A leader who does not trust their followers appear to have the most trouble with change. Leaders who do not trust are most likely to be the ones that go extinct first. Leaders must learn the art of empowerment of their followers. The power behind the Open Organization is that people already tend to self-manage when everyone else can see what they’re doing. Open allows other people jump in when they notice something amiss and of course everyone learns when anyone makes a mistake or does something brilliant. The agility of the organization is the key to the extinction of the manager. Manager’s and hierarchies tend to strangle agility, bogging the organization down in the process of decision making. The organization of the future must be unfettered to make decisions else, it too will die. Now is the time for managers to adapt or expire. We leaders must redefine our roles in relation to our organizations effectiveness. The world is pressed on all sides by a diminishing full-time workforce as well as differing cultural, generational, political, and religious views. The organization of the 21st century must be more agile than ever before. Organizational design is essential to how the organization deals with the challenges it now faces. We no longer can afford to lead a 21st century organization with 19th and 20th century models and processes.

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PIC3Dr. Philip A Foster is considered a Thought Leader in Business Operations, Organization and Strategic Leadership. He is a prolific writer, published author and lectures internationally. His most recent e-book “Organization 3.0 – The Evolution of Leadership and Organizational Theories Toward an Open System for the 21st Century” is available exclusively on Amazon.  Philip is certified in both Leadership and coaching and serves as Adjunct professor at Middle Tennessee State University, Murfreesboro, TN. He is the Founder and CEO of Maximum Change Leadership and Business Consulting, serving clients from around the world. He is a Doctor of Strategic Leadership with emphasis in Strategic Foresight and holds a Master of Art in Organizational Leadership, both from Regent University, Virginia. He can be reached at philip@maximumchange.com.