As a reminder, the ‘Basic Principles’ I have decided to briefly address are: Reverse the Rule; Understand the Differences between Causes and Consequences; Herding Cats; Emphasize ‘Meaning’; Build with Soft Clay; When Deciding, Be Humble; Act with Integrity. This morning I will continue with:
Understand the Differences between Causes and Consequences: It is common today (and has been for at least a generation) for organizations to believe that and then focus on restructuring as an antidote to what ails them. How might an organization decide whether to restructure or not? Here is a question that might help: ‘Is the restructuring a ‘cause’ or a ‘consequence’? If the ‘cause’ for restructuring is a ‘reaction’ to people, processes, policies, etc. the likelihood to make an impact – especially over time – is low. If, however, the desire to restructure is a ‘consequence’ of our efforts to create a more powerful learning-working-caring-spirit filled culture (or environment or climate) then there appears to be a greater chance that the restructuring will be embraced and over-time integrated. The restructuring needs to be a natural consequence of the organization’s efforts to improve. For example, an organization who is seeking to improve ‘team work’ and ‘cross-functional collaboration’ might well seek to develop and integrate small communities. We do know that small working communities have a better chance of developing the working relationships rooted in trust than do large groups where folks do not know one another or even have the opportunity to get to know others. It is crucial, however, that this ‘getting small’ is rooted in a natural consequence and is not simply a reaction to a ‘cause.’
Herding Cats: Developing an effective and healthy organization is akin to herding cats. The challenge of the leader is to work with others in order to help the cats move more in unison. The pace is often fast and furious and hectic and chaotic (at times it is simply confusing and anxiety producing). Ensuring that all are aware of the goal helps (this its self can be a daunting challenge for some leaders). ‘Head, Heart and Hands’ must be in alignment – powerful spirit-sustaining visions, core values and guiding principles help.
Traditionally, organizations attempt to herd cats by directing and by employing a linear model and by seeking to control the cats. Good Luck! This idea is rooted in the industrial and mechanical metaphor that organizations continue to embrace. Developing an organic metaphor can help – each of us human beings, like each cat, is unique in many ways; hence embracing diversity becomes crucial if an organization is going to successfully ‘herd cats.’
On the one hand, as the author Neil Gaiman noted: ‘I would like to see anyone, prophet, king or God, convince a thousand cats to do the same thing at the same time.’ On the other hand, as the author Charles Dickens noted: ‘What greater gift than the love of a cat!’