We have a big dream here at the MIX: to create organizations that are fit for the future--and fit for human beings. It's an aspiration that calls for nothing less than what the philosopher and reformer John Dewey described as a "new audacity of imagination." While "modern" management has delivered an immense contribution to global prosperity, the values driving our most powerful institutions today 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.
Culture change is hard. Whatever the approach, its a long term proposition riddled with ambiguity. If your tasked with leading a culture change initiative and are struggling with
The idea of this hack is simple but a bit revolutionary—institute systematic rotations for managers in a particular role, which would in effect position-specific set term limits for upper and middle m
Leaders who have an understanding of neuroscience basics have a tool much like a navigational compass to guide their teams and individuals through common change related obstacles. Neuros
Organizational change usually comes from people at the top. Employees often find it hard to create change in the organization because they aren't heard.
“Leadership days”? These would involve rearranging the organisation for a day so that managers can relinquish control to an employee one level down in the hierarchical structure.
We the people, of your nameless, faceless organization, in order to form a more perfect union, do ordain and establish this Hack for reinventing how leaders are promoted.
