Organization, Heal Thyself
I hurt my back pretty bad back in February. Shortly after the injury I reluctantly went to a Chiropractor. I say reluctantly as it’s not something I completely understood or believed in as I have always been conditioned to accept traditional medicine; surgery, medications, etc. What I learned from the experience is that Chiropractic medicine is about the body’s ability to heal itself. Generally speaking (and likely oversimplifying it) when the body is in alignment, effective communication happens through nerves and blood flow and the body maintains health. This got me wondering about how poorly organizations are designed today, they are misaligned resulting in:
- cultures that need to be changed,
- the creation of blanket HR policies to address small, singular problems
- structures that support star chamber-like decision making in times of crisis,
- procedures developed to secure consistency and conformity but stifled innovation and creativity
- training being overused to address performance issues
- a default to meritless, inflexible hierarchy
Everything is out of alignment (with the way the world works today).
So, similar to the chiropractic view of the body if an organization is aligned correctly, when the systems and the people can effectively and efficiently communicate, won’t it to function properly?
Gwynne Dyer wrote an exceptional article a few years ago about Democracy, nation building and the Middle East. From it I caught a quote that really resonated:
Tyranny was the solution to what was essentially a communication problem.
With a slight adjustment; replacing the word tyranny with hierarchy the remainder of the message holds true. Hierarchy was the answer to what was essentially a communication problem… in the industrial era. As organizations grew a top down systems of communication and power was need to keep every part of the organization informed.
Today we no longer have an excuse for communication problems or at least we shouldn’t. Psychology, sociology and technology are opening our eyes to new, better ways of organizing people. Hierarchy should be being transformed because of the emerging obviousness of Wirearchy, yet this isn’t really happening. And in learning, the principle of 70:20:10 is real but oft ignored as training continues to hold a tight grip.
What then if organizations just focused on improving communication, putting “social” first so to speak? Aligning all, making ideas, initiatives, information more obvious. Would unnecessary training, procedures, and policy diminish? And isn’t this what every small company has by default (albeit unconsciously)? With a small numbers of people, they are in tune, open, connected and transparent — then unfortunately lose it as they grow. This doesn’t have to happen today, as I said, we have the knowledge and technology to ensure this if we could just let go to our traditional beliefs as I did about medicine.
In the 21st century how the organization needs to communicate should determine it’s design and being and remaining aligned is the key to a responsive organization.
Originally published at markbritz.com on September 23, 2016.