New Management Paradigms
By : Jim Pinto,
By : Jim Pinto,
In the past, leaders used corporate-mandated ground rules to get results. The word "boss" is archaic, a relic of obsolete management paradigms. Today's best leaders show that sensitivity is the path to building a strong, adaptive organization. Today's success comes through empowering others to perform.
Today's leaders and managers must deal with continual, rapid change. Management techniques must track the business environment continuously, to assess change and adapt.
Managing change does not mean controlling it, but rather understanding it, being more sensitive and flexible, and guiding it as much as possible.
Technology now makes people significantly more effective by providing tools for communications and collaboration. People can work well together without much face-to-face interaction or discussions. Asynchronous e-mail provides improved thinking styles - deliberate instead of spontaneous, with automatic documentation of discussion threads.
The rise of social networks gives everyone the ability to collaborate easily both inside, and outside, the company. They encourage employees to work together, without close supervision. Facebook- and Twitter-style networking and company-sponsored blogs link employees in all geographical locations, developing close-knit communications and employee camaraderie.
William H. Whyte's 1956 classic, "The Organization Man" defined past generations of management as shifting from individual initiative to organizations in lock step, and this remains culturally deeply embedded. By contrast, management guru Peter Drucker was prescient with his view of the corporation as a human community built on trust and respect for workers. Indeed, now there is widespread recognition that collaborative management is the new paradigm, providing vastly better results.
The word "boss" is archaic, a relic of obsolete management paradigms. Today's success comes through empowering others to perform.
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