If you spend any time with the Cirrus team or have been in one of our development workshops, you’ve heard us say that healthy organizations are run by areas of responsibility rather than titles. I was reminded of this when I read The Washington Post (NYSE:WPO) blog “Zappos Says Goodbye to Bosses.”
It can be very easy as an organization grows for managers to hide behind titles and push responsibility down the chain of command. We see that very clearly in government. It’s often the low-level employee that takes the fall for failures and the person at the top all too ready to receive the accolades for success. This is a sure-fire way to create a disengaged workforce.
As #Zappos grew, they noticed that the bureaucracy they needed to run the business was getting in the way of their agility. It was taking longer to respond to customers and markets. This is a textbook case of the organizational life-cycle and why innovation is so difficult in large organizations. As organizations grow they must have systems and processes to create predictable results. However, the systems that are designed to produce “sameness” don’t do innovation or agility well.
So in a bold move, Zappos is changing to a self-organizing organization. Sure there will be an executive team that is accountable to the #Amazon.com board, but otherwise the company will be made up of self-governing teams. This works very well for project-based work.
The holacracy, as it is called, is not a new concept, and it’s gone by several names over the years. However, it will be interesting to see if this will work over the long term in an organization the size of Zappos. I also have some reservations about whether or not the type of work in which most Zappos employees are engaged is conducive to this structure. We’ll soon see how many folks were just in the boat versus rowing the boat.
Creating your strategic plan is a primary duty as a business leader. All businesses big or small need to have a strategic plan, but what is it anyway? Chris Reese and Judi Harris explain what a strategic plan is and share some tips on what that plan should include.
Original Air Date – January 4, 2013 | BIZ1190 AM | Atlanta, GA
Recruiting quality talent is a topic that is top of mind with CEOs. Without a solid bench of talent, business growth is a scary thing. Chris and Judi offer some great tips for building your farm team as they visit with Phillip Saxton in this podcast.
Original Air Date – December 28th, 2013 | BIZ1190 AM | Atlanta, GA
Is social responsibility just for giant corporations? What is social responsibility anyway?
Chris and Judi explore this topic further in this episode from the Small Business Samaritans radio program on BIZ1190AM in Atlanta, GA.
Original Air Date – December 21, 2013
Preserving culture is a key concern of business leaders. How does an organization grow without diluting the very thing that helped set it apart?
Chris and Judi give some insight into this very important topic.
Original Air Date – December 7, 2013
Cascading communication is one of the keys to creating clarity in an organization.
Chris and Judi take a deeper dive into what that looks like from the top down and from the edge up.
Original Air Date – November 30th, 2013
Built to sell – why your business should always be ready.
You’ve probably read Built to Last, but is your business built to sell?
In this episode, Chris and Judi talk about why it’s important to be working to have your company is sale shape even if you never sell.
Original Air Date – November 23, 2013
What is the right amount of celebration within an organization? Does celebration really help get anything done?
I’m still getting caught up on getting these out. These are just a few of the questions Chris and Judi answer in this segment from Small Business Samaritans Radio on BIZ1190AM in Atlanta, GA.
Original Air Date – November 16, 2013.
How do business leaders define diversity in the organization?
With so much talk about diversity these days, it is important to know where you want it and where you cannot tolerate it.
In this episode, Judi and Chris provide a working definition for diversity. They also explain where you want it and where you don’t.
After you listen to our podcast, we always welcome your comments and feedback. We also want to know what topics are of interest to you.