Reinventing Organizations - Self Management - Pro's and Con's -…
Reinventing Organizations - Self Management - Pro's and Con's - one person perspective
Without data how does one know they are improving?
What are the expected results? Finanical based or quality of service
Peer Based Evaluation
If project is complete is feedback needed? Or should one just move on? What is the meaningful value of feedback?
How is this accomplished?
Independent feedback tools- 360 evaluations. Are they fair, do they provide needed feedback
Graded on what is completed
Established by superior
Previous work taken into account to determine level of future responsiblity.
Delegation of work determined by skill set, experience or educational background
Should conflict resoultion pratices be established at the beginning of project or when the first one arrises?
Should conflict be avoided at all costs
If no conflict, not passion does one really care?
If one never faces conflict how can one truely grow
Conflict can make a stronger case in the face of adversity
Does setting expectation with boundries restrict freedom of thought?
Establishing clear guidelines and awareness to respect other peoples opinions
Do personalities play a part in conflict resolution
Are extroverts able to command more enfluence in a group setting?
Can a group be self governing to resolve conflicts
What is the greatest risk to a groups sustainability?
Not everyone is committed to the same goal with the same passion
If the group is experienced, they will be able to work through conflicts in a constructive manner
Without a clearly defined end goal are conflicts reduced? Does the elimination of set goal reduce the risk of confilcits.
How is it best resolved? With the input of outsiders who have a neutral prespective of the issue.
What is the impact of delays due to time it takes to resolve issues.
An arbitrator takes into account all of the information and the issues a decision.
Pyramid - any decision can be invalidated
Potential delay in project due to time required to gain needed decisions.
Clear expecatations of timeline do allow faster responses. If they do not respond the understanding is the project can still move forward.
Community based decisions may encourage collaboration if they feel they are part of the solution. _Gone for Good is having that result.
Legal and compliance risk minimzed due to decision tracking and process
Is account ablity and reponsiblity the same thing in centralized decision process
Chain of command - decision ability may be impacted cost to implement or other departments impacted
Large projects almost always demand a vetting process
Example: IT services for a company can become very fragmented if not coordinated. This may be the value of Epic electronic record, it is all under one spot. Whould this happen if individuals choose only what they needed?
Project management eliminated
Risk of non completion since no one is truely accountable
Independent thought and action -
Enhanced participation of group.
All voices are heard, not just the loudest
Allows projects to move into areas one would have not typically known
Speed of completion
Allows everyone to contribute to areas they feel best suited to complete
Need for Project Management
Indepedent oversight of work to ensure fairness of projects
Clearly defined roles and follow-up
No budget or limited view of budget
Budget does not need to be exact, can be a range of cost to allow creative thinking.
Can a project be effiecent when no budget is in place
Has a project existed with no budget? I have not seen it.
Considerable risk for cost overrun
May hinder innovation and strategic thinking
Reduces costly errors
Re work is limited as project is completed the first time
People are self starters - no project management
How does the group measure success? How does one take into account time. If one person has 6 weeks to committe to a project and the other has 6 months. How can they still work together?
People are not the same. Each person has different work ethics and expectations of themselves.
Plans. budgets, gant charts, project management
Reportable "SMART" goals
Individual who like to see if they are accomplishing things may want success attached to committed goals.
Provide clear limits of work and resources
Clearly definded roles with SMART goals that can be tracked
Functional Organizational Charts
Saving time and resources eliminating duplicative work
In performance evaluations one of the greatest areas of concern is not knowing exactly what they are responsible for.
What are others responsible for
Many coworkers are nice in group settings but when allowed to provide feedback without others in the room that is not always the case
Eliminates back stabbing when you cannot guess what others should be doing.
What are your key responsiblies
Are clearly defined responsiblies allow change to happen?
Do you know if you are meeting the requirements of the role
If tasks are not completed, what are root causes. Are there consequences?
Self Organizing Teams-No P&L Responsiblity
See the work that needs to be done and does it.
Individuals want to contribute do not need to be told what to do
Cohorts Approach to Mentoring Positives effort could depend on who is leading
What does contribution mean
Real results or talk
Do all employees bring the same skill sets
Are certain skill sets valued differently? For example, does someone who enjoyes presenting information provide more value?
Do all employees like to work in groups? Are there certain professions that allow individual works to succeed.
Covering several issues, not management
The group can deside how best to proceed
Will a group move forward with no clearly idenfied expected result? Move forward to what?
Management hinders creativity and innovation
Empowerment of staff allows them to embrace participation as everyone feel part of the solution