Examining and learning how to develop functional organizational systems that attract trust; peoples ability to work with complexity; teams to function and be productive keeping people engaged and wanting to continue to do great work and stay on that team; plus allowing and placing managers in the position of truly adding value to employees, teams, and the organizations…is what will drive continued success for years to come.
“It should be noted that in most organizations mistakes tend to be concealed even from those who make them. The likelihood of such concealment increases with rank or status. Therefore, the higher the rank, the greater the claim to omniscience. This implies that learning is least likely to occur the higher one goes in an organization.”
If we are to hold a manager accountable for managing staff, they must have accountability and the necessary authority to exercise their judgment over their team. Otherwise you are handicapping their work and forcing them to feel unaccountable because they have no authority to do their work.
Systems-Drive-Behaviors putting a manager into a system that forces them to be accountable, when you do not give them any authority over their work only leads to frustration, burnout, negative behaviors and poor quality work.
In other words…with the right organizational circumstances where a person who is competent in their role with leadership accountability, people progress together; the progression together touches the deep-seated value for social cohesion.
Continually I see a ideas hap-hazardly put into organizational practice and managerial-leadership ONLY to make matters worse. Leading to Executives, Human Resources and team leaders grasping at the ‘Next Thing’ in order to cut the down on the felt mounting bureaucracy and dis-trust within the organization and team.