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Seven Strategies for Organizational Transformation

August 20, 2002

1. "Shape a context of values, ethics and integrity.
A context of values, ethics, and integrity that is explicit, shared, and embodied in real behaviors that reverberate throughout the organization.
2. Form living, evolving webs of association.
Self-managing organizations are flexible and renewable.  They constantly shift and evolve into shapes and structures that are highly responsive to environmental conditions.
3. Develop ubiquitous, linking leadership.
The ability of leaders to link individuals, teams, and webs of association, stimulate energy and commitment, solve problems, build supportive alliances, and learn from experience.
4. Build innovative self-managing teams.
Teams are responsible for defining and achieving goals, solving problems, and seizing opportunities.
5. Implement streamlined, open collaborative processes.
Communications, meetings, negotiations, and decision-making are redesigned to encourage diversity, collaboration, self-management, and democracy.
6. Create complex, self-correcting systems.
Systems for self-correction and self-improvement encourage employees and organizations to learn and continue increasing their capacities.
7. Integrate strategically, and change the way we change.
Changing the way we change means turning every employee into a self-conscious change agent, an organizational revolutionary (Cloke & Goldsmith, 2002, pp.103-105)."

Reference:  Cloke, K.; & Goldsmith, J. (2002).  The end of management and the rise of organizational democracy.  San Francisco:  Jossey-Bass.

What strategies are you using to change your organization?

The End of Management and The Rise of Organizational Democracy is available on loan from the Ohio State University Leadership Center.  A complete listing

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Created: 2008-12-13, Updated: 2009-01-06