Upside Down Org Chart: Better Way to Support Employees?
That’s what Aaron Swartz discusses in a new essay on his blog, Raw Thought:
A better way to think of a manager is as a servant, like an editor or a personal assistant. Everyone wants to be effective; a manager’s job is to do everything they can to make that happen. The ideal manager is someone everyone would want to have.
This sounds good, but how would one make it happen?
Instead of the standard “org chart” with a CEO at the top and employees growing down like roots, turn the whole thing upside down. Employees are at the top — they’re the ones who actually get stuff done — and managers are underneath them, helping them to be more effective. (The CEO, who really does nothing, is of course at the bottom.)
The notion of employees needing to be “managed” is outdated. Often, when employees aren’t doing their best work, it’s because the environment isn’t designed to help them. To do their best work, employees need flexibility, support, access to resources, and the ability to move as quickly as possible without being restricted by unnecessary bureaucracy.
This can make managers’ jobs more focused. Take away the notion that they’re supposed to be busy “managing” people, and managers can focus their energy on simplifying processes and getting resources their employees need. Without “managing” their employees, they’ll still know exactly what they’re employees are doing as those employees communicate what they need to get their projects done.
Via Kottke.org. Org Chart image ©2009 Sticking it to The Man.
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Oscar Berg says:
Feb 26th, 2009
Hi Stewart,
I think there is a lot to learn from the Swedish / Nordic business culture and management style:
“Swedish management is based on the idea that the individual is both willing and able to do a good job. A Swedish manager tends to think of himself as a coach rather than a commander, and he often delegates tasks and authority to his staff. Swedish organizations, employees on all levels have the freedom to make decisions and solve unexpected problems without asking superiors for permission
A good manager, according to Swedish standards, is a person who takes advantage of the natural creativity and motivation of his staff. He should lead the emploees not through his power or formal position, but through the principles of cooperation and agreement.”
Regards,
Oscar
Oscar Berg says:
Feb 26th, 2009
Hi Stewart,
This view of management seem to be very much aligned with the typical Swedish / Nordict style of management. The Swedish management style and corporate culture are considered a key success factor behind Swedish multinational companies such as IKEA and H&M.
“Swedish management is based on the idea that the individual is both willing and able to do a good job. A Swedish manager tends to think of himself as a coach rather than a commander, and he often delegates tasks and authority to his staff. Swedish organizations, employees on all levels have the freedom to make decisions and solve unexpected problems without asking superiors for permission”
“A good manager, according to Swedish standards, is a person who takes advantage of the natural creativity and motivation of his staff. He should lead the emploees not through his power or formal position, but through the principles of cooperation and agreement.”
Regards,
Oscar Berg
Chris Yeh says:
Feb 26th, 2009
Those who are interested in this concept should check out Robert Greenleaf, who published his seminal “The Servant as Leader” essay in 1970:
http://en.wikipedia.org/wiki/Servant_leadership