Listening to business and accountability: distributed leadership
Organisations have been trying hard for years, even if they don’t always succeed in the expected results, to actually align companies to business.
Managers often would like to count on autonomous, proactive and accountable people. Organisational structure should encourage and support this, for instance through reducing rules to few, clear and foundational ones to increase autonomy and accountability. Exposing people to business opportunities and threats as much as possible (especially the ones working in staff positions). Creating steady feedback processes, vertically and horizontally. Taking decision the nearer to the problem source.
We design paths and processes to create distributed leadership, even on very large scale.
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