Reasons NOT to Free up the Workplace

Posted by jlubans on May 15, 2014

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Caption: A different kind of change.

*The hierarchy is not broken; there’s no need to fix it.
*Lacking urgency for change, any method of organization is OK.
*You may “self-manage” yourself out of a job.
*If you succeed in introducing freedom you’ll agitate the naysayers. If you fail, you’ll hear no end of “I told you so’s”.
*You believe that most people need direction and you’re the one to provide it!
*Terms like democracy, freedom and self-management are relative, like the light from a dimmer switch, from pale to bright. Most change initiatives achieve the former, all too few the latter.
*An intergenerational organization (any group together for more than 25 years) may be like the proverbial old dog.
*Some managers believe they have been called to fulfill a mission; no other is as capable or as resourceful as she. Indeed, he is irreplaceable until replaced.
*Democracy in the workplace is just another way to load more work on an overworked and underpaid staff; it’s a new composition of an old, deceptive, tune: “Work smarter, not harder.”
*If your clients (stakeholders) are of an autocratic mind, they’ll side with the passive/aggressive group opposed to freedom.
*Your leadership group believes it is only natural that a few are meant to lead and many to follow.
*Some managers depend on maintaining, indeed increasing, inefficiency.
*You believe that maintaining – aye, preserving – the status quo is a leader’s supreme accomplishment.
*“They got my carpet dirty.” (What one boss said after adopting an open-door policy.)
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A daunting list, BUT, if you still yearn for freedom (along with greater productivity and happier clients) and are ready to battle all these reasons not to, then go for it.

@Copyright John Lubans 2014

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