Jul 8, 2007

Are you struggling with high growth or massive change?

Have you noticed that most organizations are structured like a pyramid?

While the pyramid is useful to get many people following specific orders in a short amount of time, there is a problem with the pyramid stifling innovation and leaving people wondering "what else is there?" about their job.

Have you ever thought up an idea that could make or save your firm a lot of money, then sent that idea to your boss, then only have that boss "steal" your idea and claim it for their own?

I have. I know the feeling.

How are you keeping abreast with change? If you're like most busy executives, you're not able to cope with the massive amounts of information hitting your organization. We studied this and through evaluating usage of a business model we call the Diamond-Circle, we believe our results indicate your organization can not only stay on top of the biggest challenges and opportunities facing you today, but also move from being REactive to PROactive in tackling your biggest obstacles to growing a succesful organization.

How does it work? Well, the Diamond-Circle is quite simple, actually. Much like the "Triangle Offense" utilized by Phil Jackson, Head Coach of the Los Angeles Lakers (winner of SIX NBA titles on two different teams), the Diamond-Circle enables you to build teams around "hot hands" within your company. Your core is in the middle, not the top. Functions and Staff evolve around this core, depending upon skill set, not job title or category. The idea is to build a skills database that allows your team to respond to new opportunities, react to competitive threats, and build new programs based around specialized knowledge, skill sets, and other key contributing factors we've determined are useful in building interactive organization teams.

While the database might need to be tweaked by the type of organization you are operating within, there are basic functions that are always replicated across teams.

The value in utilizing a structure like this is that you build more empowerment. People's ideas on the teams are highly valued, and they can contribute in a safe environment without risk of termination, idea-theft, or other nasty things that typically happen in a pyramid environment.

In addition, your organization's ability to innovate is turned back on. Since when does the "your suggestion here" box work in a modern organization? Every "WIFFM (what's in it for me) meeting I ever intended was a way for a company to determine who was the squeaky wheel and get rid of people, rather than actually gather true innovation. Sound familiar?

I care about making a difference. I care about seeing human resource managers actually DEVELOP their employees, rather than just being the screener/protection/firing agent that HR represents in most organizations today. If you think I'm generalizing, well, then prove me wrong. I've lost count the number of "nice" human resource agents who entered HR to make a difference, only to find that all they do is "process" people, corporate rules, and firings. Isn't it nice to get smiled at when you're being "down-sized?"

Sarbanes-Oxley just made it worse, too. It seems to me that Human Resources managers would jump at the chance to truly make a difference and get teams working in their organization the way they envisioned when they entered their profession. HR isn't alone. Sales VP's struggle to motivate their teams to do more than take orders. CEO's struggle to stay on top of challenges to their organizations. Operations managers struggle with creating new ways to delivering solutions in the face of risk that a competitor will innovate and develop a way to beat them.

Innovation is an organization-wide issue.

By turning your organization from top-down to inside-out you dramatically change the way you can relate as teams. We're developing a software model to make this system even easier to implement. Want to get involved? Email me and I'll send you my non-disclosure agreement. In the meantime, I'm helping organizations build structure that sets-up innovation from the get-go. We've got to get innovative in a global economy. It's the only way to truly succeed in the face of high growth and turbulent change.

What do you think? Could the Diamond-Circle help your organization? Are you struggling with change? High growth? Ways to stay ahead of quick-and-nimble competitors? I welcome your feedback on this matter.

No comments:

Post a Comment