MIX TV
Watch Gary Hamel, celebrated management thinker and author and co-founder of the Management Innovation eXchange (MIX), make the case for reinventing management for the 21st century. In this fast-paced, idea-packed, 15-minute video essay, Hamel paints a vivid picture of what it means to build organizations that are fundamentally fit for the future—resilient, inventive, inspiring and accountable. "Modern” management is one of humanity’s most important inventions, Hamel argues. But it was developed more than a century ago to maximize standardization, specialization, hierarchy, control, and shareholder interests. While that model delivered an immense contribution to global prosperity, the values driving our most powerful institutions are fundamentally at odds with those of this age—zero-sum thinking, profit-obsession, power, conformance, control, hierarchy, and obedience don’t stand a chance against community, interdependence, freedom, flexibility, transparency, meritocracy, and self-determination. It’s time to radically rethink how we mobilize people and organize resources to productive ends.
This video is an excerpt from the University of Phoenix Distinguished Guest Video Lecture Series.
Modern management from our guy Gary Hamel, Ive been listening this guy and if you are wanting to start to build organization then this guy help you some useful tips, Of course you will not just learn from this guy, you need to study the possibilities of your future organization and learn from the veterans.
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Great message in this video and I completely agree with every word of it. A few lessons derived from a book I recently read, "Coaching Leadership" confirm that your points are completely in tune:
1) "Knowledge Work" category includes creativity and innovation vs. mundane, passive stewardship.
2) Effective leaders create more satisfied employees; satisfied employees create more satisfied customers; satisfied customers create higher profits.
3) Managers motivate, leaders inspire.
4) Today's leaders do not "need the meetings", instead they "meet the needs".
One piece that may be helpful to elaborate on (or do a separate video of) is that of "knowledge workers"- what are their characteristics and what do they value? Many of today's managers/leaders don't seem to value them and it may be because they don't know how to recognize these individuals, who tend to operate very differently.
Prof. Hamel presented an updated version of the Maslow's pyramid. He jokingly termed it „Gary's Hierarchy“ of human capabilities at work or simply Gary's pyramid :)
Although I am not particularly fond of two-dimensional pyramidal shapes as we now think and present in at least three dimensions, I find it a significant step forward and am making it famous by affirming and promoting it :)
The pyramid consists of the three new capabilities: initiative, creativity and passion. They refresh the existing ones: obedience, diligence and intelligence.
What interests me is the order of the new capabilities: initiative, creativity and passion. My simple and to some a childish question is this: could we show initiative if there is no passion? Could we show creativity if passion is lacking? I am not convinced we could.
Thus, I'd like to propose perhaps a better way of looking at it. I'll jokingly term it „Engin's pyramid“ :)
Engin's pyramid consists of (bottom-up):
Creation
Initiative
Passion
Love
Allow me to explain: love ensures my emotional attraction to the subject-matter under consideration. Love turns to passion where passion is a burning desire towards the object of my interest. Initiative logically follows as I am moved to do something for what I love. And when my love gets reciprocated, my cup overflows and I begin to create with love, passion and initiative. I begin to reflect the love I already have.
By way of analogy: I fall in love with a beautiful young lady. I am drawn to her in different ways. We emotionally get attached to each other and are anxious to see each other. We feel a burning desire to see each other and to spend time in each other's company. This is because spending time with each other is incredibly fulfilling and interesting. We respect each other's integrity and find our courtship a loving experience. As a male, I show initiative to take her to different restaurants. I show initiative to see her because I want to spend more time with her. She is eager to spend time in my company, too. When I am unavailable, she rings me up suggesting we go out for lunch. Once our love comes to fruition, we find each other willing to deepen our relationship in a commitment lasting for years to come. This brings self-actualisation. We support and love each other. We are respectful towards each other and our love grows stronger. We now discover a profound need to give to others what we already have. Our passion motivates us to transcend ourselves by mediating our love through our feelings, emotions and concepts that come out of our union. Our creations serve for the benefit of others including the ways to increase and maximise profit in the companies we work for. Ultimately, it is our love that motivates our commitment allowing us to engage in the creation of new ideas that bear the mark of passion, initiative and creativity.
Hence, Gary's pyramid could look like this:
Creation (or creativity)
Initiative
Passion (presupposes love)
or
Creativity
Initiative
Passion
"...profit-obsession, power, conformance, control, hierarchy, and obedience don’t stand a chance against community, interdependence, freedom, flexibility, transparency, meritocracy, and self-determination."
In case you had any doubt, Kickstarter Comes of Age...http://bit.ly/xKk1p6. Make sure you watch the Double Fine video linked in the article.
I am wondering when Kickstarter will go global.
An absolutely fantastic presentation with a very important topic. I think we need a lot of inspiring talks like this over time to really change things in the big coporations, but all startups and smaller companies has the option to make use of this. The mastodons may die, before they know what hit them!
Great video. Thank you Dr Hamel.
My observation is many large corporations and their management want “semi programmable robots” as G. Hamel stated, yet for the last 30 years, scientists have been trying to create a humanized robot. I don’t understand our obsession with re-engineering in this manner. Perhaps an object lesson in irony.
I believe the management style described is present in a Montessori classroom. The result is a person/student with a different perspective than the traditional schooled person. Change education, change the world.
By Maria Montessori - "My vision of the future is no longer of people taking exams and proceeding on that certification from the secondary school to the university, but of individuals passing from one stage of independence to a higher, by means of their own activity, through their own effort of will, which constitutes the inner evolution of the individual."
@GaryH: You are right about the management technology and its need to change. Interestingly enough, the management technology you are talking about is applicable only to the industrialized world with large groups of people under a corporate or government banner that has to produce stuff to satisfy its share holders or political boses. I am afraid the mega Military-Industrial complexes are no longer suitable for the future. The future is likely to be largely unorganized and spontaneous. Come to think of it; the title of your video, " the technology of human accomplishment" is in fact, a very small part of human accomplishment. The truth, if you think about it, is: human accomplishments have happened only at the fringes as you correctly mention in your monologue.
Most of Human Accomplishment and the Economic Development have never been "managed" at all; They are mostly un-managed creative efforts of very few people. The industrial model has tried to take those accomplishments and has mass-marketed it. That is all. I am all for the reverse accountability and taking care of the employees first. However, we need to start this at still earlier stages of the societal living with children going to schools and colleges. If you and the others that some merit in my remarks, you might be interested to follow this link : http://www.ucmss.com/main/papersNew/papersAll/EEE4650.pdf
Regarding "However, we need to start this at still earlier stages of the societal living with children going to schools and colleges." I believe the Montessori philosophy and method of education (innovative - still on the fringe after 100 years) is similarly designed and the resulting "product" is distinguishable.
Superb as always.
One suggestion: The designer lost the plot with these visuals. It look slike a toy that ran away with him. There'say too much happening and it's way too busy. It throws you off the message adn when it doesn't it seems to say that everything - everything is of equal importance. But visuals are supposed to emphasize the main themes rather than capture every word. The designer needs ti slow it down and relax.
Awesome. Watched twice. Thank you. Shared in three of my networks.
Synapsing with Traci Fenton: Democratic Workplaces (TEDxMadtown).
Excellent presentation, we all could learn a lot from Gary, how to get our message over to the audience.
My doubts are whether the message is really so valuable as what we would expect from such a reputable speaker.
Is it
"zero-sum thinking, profit-obsession, power, conformance, control, hierarchy, and obedience don’t stand a chance against community, interdependence, freedom, flexibility, transparency, meritocracy, and self-determination"
really new, surprising, eye-opening?
I begin to believe, I luckily can share insights and experience with a rapidly growing community of people focused on to get all this principles to our management (or rather leadership) approach and even into our lives in general - and all that for at least for 1,5 year.
Surprising also is Gary's support for web education - there is a substantial neuroscience support just for the opposite - there is a strong predisposition given by our brain requiring direct (not electronically vicarious) social contact at the EFFICIENT learning process - see for instance long term research of UCL Institute of Cognitive Neuroscience in London, UK, prof. Sarah-Jayne Blakemore or Kevin Ochsner research at Social Cognitive Neuroscience Laboratory Department of Psychology Columbia University and many others.
Let's finally accept, that all human achievement and creativity comes actually from individual people and their thinking (i.e.their brains) to organizations, regardless the frequently changing "breakthrough" concepts which management gurus fabricate.
Thank you so much for having come up with a marvelous piece of communicaton. The quality of this presentation is a new standard in term of web innovation and education. The educational content and emotional impact will continue to help trigger more new belief and vocation! I have already watched it several times and continue to discover new perspectives.
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