Change and change management was yesterday. Today we are doing transformations. A digital transformation for business models, because data is the new oil. An agile transformation for the organization and its processes, because flexibility and speed are essential in times of great uncertainty. Unfortunately often only the name has changed and where it is labelled with transformation it actually contains very traditional – and very tayloristic – change management. That’s why panaceas and blueprints are on the rise: simply introduce LeSS or SAFe or copy Spotify and call this your agile transformation. However, this completely ignores the nature of a transformation as a natural development process of a complex system in favor of a pattern that has so far only worked reasonably well, but is at least well-known and appears well manageable: simply transforming the organization and the people in it like a complicated machine. Accompanied, of course, by all kinds of “change theatre”, because somehow you have to win the people. A successful transformation that deserves this name, however, is based on visions instead …
Leadership is about making others successful. This is the leadership philosophy of Sundar Pichai, CEO of Google. The founder of the drugstore chain dm, Götz W. Werner, gets even more to the point and states: “Leadership is nowadays only legitimate if it is aimed at the self-leadership of the people entrusted to it”. Leadership is therefore an equal function within and for a group of people and always an encounter of adults on par with each other. In contrast to Taylor’s management, which is still too deeply rooted in our hierarchical organizations, leadership means first and foremost asking (the right) questions rather than giving (the right) answers.
Knowledge work requires concentration. To this end, universities have libraries in which one can focus on studying. In most of our companies there are no such zones for uninterrupted work. The credo there is teamwork and its highest value is communication. The results are working days that consist mostly of scheduled or spontaneous meetings with blocks of work in between that are too short for any meaningful in-depth work and are only used to respond to the flood of e-mails accumulated during these meetings or that are more or less entertainingly wasted on the smartphone. All this in open-plan offices with noise levels that reduce any form of concentrated knowledge work to absurdity anyway or only make it tolerable through isolation with noise cancelling headphones.
Almost half a century has passed since Ray Tomlinson sent the first e-mail in 1971. A technology for a few nerds has gradually become a mass phenomenon at the latest since the 1990s. Today, the average employee receives or sends more than 100 e-mails per day(!). So it’s no wonder that many see e-mail as a burden and even large corporations like Atos have gone so far as to completely ban internal e-mails and thereby getting more done. There is much to be said for such an approach: constant distraction through e-mails, an increasingly unfavourable signal-to-noise ratio of the information transmitted, but also the often neglected area of knowledge management. And so the mailboxes become digital mass graves of knowledge.
We really don’t lack opportunities and choices. There are always more ideas than can actually be implemented. This is true at the level of the individual as well as for teams and organizations. The fact that technology makes our world turning ever faster and that our world is becoming ever more volatile, uncertain, complex and ambiguous, i.e. tending more and more towards VUCA, leads to an unprecedented wealth of opportunities and ideas. This makes it all the more important to focus which is the responsibility of leadership. And focus begins with the apparently forgotten art of saying no.