Your Assessment Results

Your Organization Should Be Open to Freely Experimenting with Organizational Self-Management

Your leadership approach, company culture, and colleagues are well positioned to transition to organizational self-management. People are happy and passionate about the work they are doing, and you’re comfortable trusting people to perform the roles to which they’ve committed. You have all the pieces you need to make self-management work; you just haven’t taken the time to rethink workflows and communication hierarchies. Your organization is already fast-paced and modern. Your management structure should match.

So, you’re close, but what can you work on to ensure a smooth transition to organizational self-management? Here are a few action items you’ll need to get right to successfully make the change:

  • Make sure you get consent to experiment from everyone affected – Expect Some Fallout
  • Constantly reiterate the importance of non-coercion and keeping commitments.
  • Decide where your organization fits or should fit on the self-management continuum.
  • Get strategic and tactical about implementation; enlist allies.

Visualizing how organizational self-management can work in practice is the greatest challenge most leaders will endure. As is often the case, the hardest part is getting started.

By re-integrating humanity—real human flourishing— into an organization, people can experience greater happiness and better teamwork.

As with all experiments in human organizing, one should try new things (always keeping risk in mind), measure the results, feed the successes, and starve the failures.

If you’re ready to begin your journey to becoming a 21st-century enterprise with limitless power for growth, get your copy of Doug’s book, The No-Limits Enterprise: Organizational Self-Management in the New World of Work or get in touch with Doug, and follow him on Twitter and LinkedIn.