Management of the future: new organizational systems and the shock of power

Work well, plant 500 trees! About us make the Working World more Human and Ecological, so we donate Revenue for Certified Afforestation. As Publisher Best of HR - Berufebilder .de® you can unique Book Concept, on Demand eCourses and News Service we share 15 years of Experience with our Customers (Samsung, Otto, State Institutions). By the Top 20-Blogger Simone Janson, referenced in ARD, ZEIT, WELT, Wikipedia .
Copyright: Artwork created as part of a free collaboration with Shutterstock. ,

The automation and the advance of thinking machines determine the trends. Unfortunately, it is often forgotten that every transformation process is always a challenge for the company as well. Salvation is not just about technology. Those who fail to take people with them will fail.

Best of HR –®

Here writes for you:

Anne M. Schüller's Profile anne-m-schueller_portrait-mit-hutAnne M. Schüller is a management thinker, keynote speaker, business coach and multiple award-winning bestselling author. She has repeatedly been named Top Voice by Business Network LinkedIn.


First transformation, then digital

The digital may make up 20 percent, 80 percent is transformation. The pressure to change also necessarily affects the organizational structures and management processes. Lots Company will miss the connection to the future just because they are stuck in old ways. This can only be avoided by using the talents of those who own the future: the Millennials, the digital natives born into the Internet age.

With high speed, digital core competence and a nose for innovation, the young generation is driving new business, sales, marketing, organizational, working, financing, communication, buying and living models. For example, it has long since deconstructed a parallel world, completely disconnected from traditional models, and has only partially begun to open up to the old economy, if at all.

Anyone who implements their thinking, systematically mobilizes the young people in their own company and integrates suitable start-ups into their value chains can do it. Young entrepreneurs act agile and lightning fast, they hate internal bureaucracy, and they love the customers. Customer obsession they call that.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

While traditional managers continue to plan cumbersome, think about their quarterly goals and the costs, the young entrepreneurs have long since understood that everything is about customer satisfaction. The finesse of digital technology is their toolbox. They do not operate top-down and in silos, but cross-functional in self-organizing teams around customer projects around.

Self-organization instead of Command and Control

People long to work in a different work and leadership culture than yesterday. The boss as announcer and minder is an obsolete model. For the challenges of the future, Command and Control is no longer suitable. Because central control does not work in complex systems. And when instruction-based top-down formations encounter networked organizations, in the long term, they become tight for the former.

Disruptive times not only create speed, but also permanent provision. Everything is always up for grabs. Even the superiors cannot even guess where the right path is going. "Your new task is to organize the finding of answers," wrote Christoph Keese in his book Silicon Germany. Decentralizing organizations and self-steering teams are needed for this. They have to be agile and collaborative. That means: as much self-organization as possible with only as much central control as is absolutely necessary.

Team decisions on the advance

Decisions and the responsibility remain for the team. The leadership is mainly concerned with the fact that nothing operational is returned to it. Only in exceptional cases and in a strategic context does it act directively. Apart from that, it is mainly promoting. It ensures a pleasant work environment, for perfect conditions and for comprehensive training opportunities.

Experimental phases are very important, so that both the managers and the employees can engage in the new, still unusual situation. A faulty, sanction-free learning culture accompanies the path. Stage trips are celebrated. In any case, the pendulum can not be too abrupt or too radical in the direction of hierarchy, because it is a matter of overpowering people.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

Climbing wall instead of ladder

So far, career paths have mostly been mapped out: progress was made on a step-by-step basis. The principle, paradoxical as it sounds: good performance is inevitably rewarded with a managerial role. Whether capable or unable to do so? No matter! You are just "on". But not every good specialist is also a good manager. The result, according to Gallup: “People join companies but they leave managers.”

In new times the concept of the career path is also redefined. Flexibility and climbing wall care will be introduced into the company. Sometimes someone is the leader of a team, sometimes a project manager, sometimes a process manager, sometimes he does not have management tasks in an expert team.

Leaving a leadership role is not associated with either loss of face or disassembly - not a step backwards, but a sideward movement. Specialist and management careers are equated. Careers no longer go up on a ladder, which can be associated with a sudden, often undignified crash in the event of a misstep.

Without shame you can switch to the subject expertise. This alone makes perfect sense, because top experts are needed more and more urgently. The leadership career is no longer considered the better way. It should be reserved exclusively for human experts. The other is the management license immediately withdraw. Instead of forced ascent, good specialists are better equipped to face challenges across the breadth of the corporate landscape.

#minus50 instead of monster bureaucracy

The heavier an organization, the more susceptible it is to overtaking maneuvers. Therefore, more speed is urgently needed. Everything that makes an organization slow, has to get away quickly. To be able to do that, it is necessary to rebuild the vehicle. With yesterday's tools, the future can not be grabbed.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

After all, classic management information is spent most of the time organizing yourself rather than dealing with business and customers. Process obsession, goal feticism and cramped rules are a colossal waste of time, money, commitment and talents that no one can afford anymore.

Bureaucracy makes a company slow and stupid, because everything must follow a predefined path and sink into rigid procedures. Standards also produce isomorphism: everything is more and more the same. But only the special, fascinating, remarkable has a future. On the other hand, the price is decided by the market. Then it should at least be cheap.

Rushing to the future means first of all: loosening rigid structures, disposing of contaminated sites and removing hurdles in order to be able to run faster. All weeds that prevent the young shoots from growing must go. 50 percent less bureaucracy, administration, hierarchy, regulations, reports and planning mania are a reasonable target number. # minus50 is the name of this program that makes you fit for the future.

More knowledge - PDF download, eCourse on demand or personal advice

Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now

Buy a book on the topic at a discount: Do you like this text and want more information? There is also a book, including this text, and you can purchase the book title here directly in two languages, as a member even with a 20 percent discount. Would you like to take a look at the book first? You can do this by previewing the book look at and then buy directly on the book page.

German edition: ISBN 9783965960602

7,99 Buy directly

English version: ISBN 9783965960619 (Translation notice)

7,99 Buy directly

Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now

Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Data protection declaration / Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Alexandra

    It's just a pity that these important management trends are outdated today.

  2. Ursula Rosengart

    RT @anneschueller: The 4 most important management trends 2017: - Highly recommended 3uWup4bT6W via @berufebilder

  3. Anne M. Schüller

    The 4 most important management trends 2017: - Highly recommended 3uWup4bT6W via @berufebilder

  4. Herbert Lohninger

    - Highly recommended JoXySbbxFZ

  5. Antje Beier

    The most important management trends 2017: New organizational systems & the shattering of power - Highly recommended AhKgRsgopd

  6. Anne M. Schüller

    The most important #ManagementTrends 2017: New organizational systems & the agitation of power - Highly recommended 3uWup4bT6W

  7. Petra-Alexandra Buhl

    “Every transformation process is a corporate cultural challenge” u. brings tremors of power - Highly recommended EXpN4qPHUj

  8. Job college

    Key Management Trends 2017: New Organizational Systems & the Shaking of Power by Anne M. Schüller - Highly recommended wtB8SWnxXf

  9. Thomas Eggert

    The most important management trends 2017: New Organizational Systems & the Shock ... via PROFESSIONAL IMAGES - Highly recommended CgPKnQlHw4


    The most important management trends 2017: New Organizational Systems & the Shock ... via PROFESSIONAL IMAGES - Highly recommended UGHpV0HsFM

Post a Comment

Your email address will not be published. Required fields are marked with * .

JaI would like to be regularly informed about the latest promotions & offers Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.