Give the “change” enough time
There needs to be a new way of thinking among managers enabling them to assume their new role as a driving force that promotes self-organization and supports change processes. In theory, this sounds like an interesting idea and, for many, a desirable goal. It is not as easy as it sounds, however: how much leeway do I give managers when it comes to “unbossing” within the company? Differences will inevitably arise from team to team. Do I need to dictate everything? Would that then even be “unbossing the organization”? In most companies, we start with a management and corporate culture that has developed over many years. Radical changes will not work here. For me, it makes sense to determine the general direction that will be taken, set out guidelines and actively initiate the change process. In order to allow for a new management culture to develop, individual ability should be fostered and, most importantly, plenty of time allowed for all this “change”. The actual changes that take place will manifest themselves differently from one organization to another and progress at varying speeds.