Over the years I have trained a few of my dogs using different techniques. I started out with the Carrot & Stick method. It worked great. My dog did exactly what he needed to do when and only if I gave him a command. There was only one little disadvantage: he was constantly frightened and only did things when I asked him to. He had a lot of fear to initiate something himself, so he was constantly waiting for a command. Then I went to another training school where the carrot & stick method was strictly forbidden. Here we had to train our dogs using the Attention method.
And that also worked. It took much longer time to train however. But in the end my dog followed my allmost blindly and had a lot of fun already. The anxiety was gone, but the self initiative wasn’t still there. That was because we never trained our dogs to “think” out complex situations for themselves. We did that for them. So they never had incentive to improve their own capabilities. And so they developed what you could call “learned helplessness”. And then this training school stopped and I decided to look for another school.
There they taught me again a new technique, based on Selfreliance. Here I learned in the beginning to develop “angels” patience, give my dog a lot of attention and guide her exercise by exercise, learning her to think out most parts of the exercices herself. In the beginning it looked as if it was taking ages, but sooner than I thought, I saw my dog having lots of fun. She increasingly started taking inititives herself as soon as she understood the core meaning of an exercise . So now I am at the level that I only need to guide her a little bit. We’re both much happier now and are constantly thinking and practicing newer, complexer exercises. I can recommend this approach to everyone. It worked for me.
Chances are big that the figure here to the left looks familiar to you. That is because many organizations use this model as a reference model to organize their workload. It’s a divide and conquer type strategy, based on the premisse that people who’s type of work “seem” to have nothing to do with eachother are separated. Besides dividing work in “silos” the knowledge sharing is (sometimes deliberately) minimized. After all, why should you share knowledge if it’s not “your” business? Allthough the model has brought our society many good things, it didn’t really put people first and was aimed at wiring in efficient processes. And it didn’t help us prevent all the crises we’re in. But why not take a chance now to offer a new fresh look at organizing work? It couldn’t hurt I think. Maybe we’re now up to exchanging the dominant Tayloristic “taylor-made” management style of the previous era with a new “tailor-made” style that is focussed more on organizing and integrating. Instead of the more traditional managing and separating. What do you think, could it work?
The following tips are in no way scientifically proven but might yet be worth the try. I hope you find them useful.
- Tip 1: respectfully say bye to traditional (red ocean, greed-centered) strategy schools, say hi to (blue ocean) society oriented strategies.
- Tip 2: respectfully say bye to traditional power- or status oriented (Taylor-“made”) management schools, say hi to “tailor-made” schools that focus more on organizing people rather than on managing people.
- Tip 3: respectfully say bye to efficiency as a primary goal, say hi to effectiveness as a primary goal
- Tip 4: respectfully say bye to common fears that block true renewal (fear of isolation, fear of incompetence, fear of inconsistence, fear for imperfection, fear of separation, fear of ignorance, fear of complexity, fear for loss of control, fear for learning, fear for letting go the past etc. and say hi to their powerful counterparts such as love, respect, learning culture etc.
- Tip 5: respectfully say bye to traditional sharing strategies (greed, egoism, selfishness) and say hi to joyful sharing strategies
- Tip 6: respectfully say bye to innovation strategies aiming at free markets and say hi to strategies aiming at societal goals markets
- Tip 7: respectfully say bye to old style thinking and doing and say hi to new style thinking and doing
- Tip 8: respectfully say bye to fakeness and dishonesty and say hi to authenticness and honesty
- Tip 9: respectfully say bye to traditional scarcity thinking and say hi to abundance thinking
- Tip 10: respectfully say bye to rational (or scientifically proven) decision making and say hi to (spiritual) decision making based on your intuition and your heart
Ofcourse you don’t need to say goodbye to all the above, but a better balance wouldn’t hurt our society. So Good Luck and please let me know what worked for you.
Taylor with his principles of Scientific Management has helped us get where we are today. Many organizations adopted his theory and tried it out in practice. Many succeeded but also many failed. But if you look at the crises the world is in, one can see that Taylor hasn’t really helped us stay out of them. So there’s time for a reboot. We need to press the F5 key and rethink management techniques. We should become aware that The Taylor-made era lies behind us and a new, I call it “tailor-made” era lies before us. In this new era, the focus could be increasingly less on efficiency to the extreme or as the dominant Business driver, and refocus more on supporting “tailor-made” innovations that benefit more people, more focus on effectiveness instead of efficiency. So increasingly lesser focus on supporting the greed culture by techniques such as cost reductions to the extreme and more focus on helping each other out, given the major challenges we face as a society. So the Dutch word “samenleving” which literally translated becomes “living together” should be taken more seriously and lived up to it’s original expectations. We should become aware that we live on this earth to help each other, giving things to each other and make things beneficial for the human race as a whole, not for only specific groups of people…
Taylor’s Scientific Management theory has some flaws. As long as the growth ceiling was far away it was able to help us get more or less where we are now. So respect for that. But now that the economic growth is stalling, even Taylor’s methods won’t prevent us getting into worldwide crises. So the time to switch over to new techniques that are more suited for the long tail (more specific) is here. More and more people now see the need to change and some have good ideas how to, for example using Steve Dennings Radical Management. But how do you switch from Taylor’s self-reinforcing and interlocking principes to those of Dennings? Seth Godin has some nice tips. And don’t forget Jurgen Appelo and the initiative of the Stoos Gathering. Finally, if we add Love and/or mutual Trust we must have some mighthy useful ingredients to get things really stirring up. Right?