The hottest Management Practices Substack posts right now

Rapid-growth tech companies often start as adhocracies where everyone works quickly and independently. But as they grow, they can develop unspoken rules that make things complicated.
Larger companies tend to have strict bureaucracies with many rules that can slow everything down. When they try to change, they often need to untangle these rules and make things simpler.
Leaders often try to eliminate bureaucracy, but this can lead to even more hidden rules. It’s important for teams to talk openly about processes to solve problems effectively.

Workers should have the freedom to choose how they do their tasks. This independence is important for their dignity and should be respected by employers.
The relationship between workers and management should be based on trust and mutual benefit, not fear. Workers are not property and should not be treated as such.
Economic dependence makes it hard for workers to stand up for themselves. To create a better workplace, we need to help workers feel more secure and empowered.

Many employees value challenging and impactful work that allows them to learn and grow.
Employee Experience initiatives can sometimes end up creating well-intentioned but ineffective programs like wellness webinars.
Employees should be cautious about what they communicate on work chat platforms as bosses may have access to those conversations, and individuals have the right to request all digital data held about them.

Building successful work teams is like creating a strong community, and it takes good advice to do it well.
Too many rules in software development can stifle creativity and innovation. Developers should choose their own processes to thrive.
Workers are often seen as tools to achieve executives' dreams, so we need more self-managed and cooperative workplaces.

Finding joy and laughter at work can make a big difference in how people feel about their jobs. Having good coworkers who you can connect with is really valuable.
Strong management and dedicated owners can inspire employees to work hard and be committed. When leaders show up every day, it encourages the team to do the same.
In some places, like St Louis, the culture emphasizes hard work and values like family and spirituality. This sense of community can shape people's attitudes towards their jobs.

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Organizations often stick to old hiring methods that don't fit today's changing world. This can be a problem because roles aren't always clear or stable.
A better approach is 'negotiated joining', where new hires help shape their roles through small tests. This makes it easier for them to adapt when situations change.
Flexible organizations are like willows that bend and adapt, rather than rigid oaks. They can adjust better to uncertainties and continue to thrive.

Businesses go through a life cycle just like people. They are born, grow, mature, decline, and can eventually die.
When companies face decline, they often react with anger or denial instead of accepting their situation. This can lead to poor decisions that harm investors.
Value traps happen when companies look cheap on paper but continue to struggle because management insists on pursuing growth instead of focusing on returning money to shareholders.

General Electric (GE) was once very valuable but has faced a sharp decline in recent years. It’s important to understand how a company changes over time and what can cause such a downfall.
GE has the option to break up into smaller companies, reshape itself into a stable business, or try to regain its former glory. Each path has its own risks and potential rewards.
The history of GE shows that being a large and complex company can create problems. Easy money from financial services can lead to significant troubles when economic conditions shift.

Using synecdoche, or referring to a whole group by a part of it, can make communication more engaging and memorable. It helps in keeping language lively and can simplify complex ideas.
Rewarding the whole team for their collective achievements is often more effective than just acknowledging individual stars. This promotes collaboration which is crucial for success.
Traditional performance metrics and individual incentives can hinder teamwork. Instead, focusing on the overall outcomes and celebrating collective efforts can lead to better alignment and cooperation.

A company's culture can really slow things down. If leaders just talk about high standards but don't practice them, things won't improve. It's important for everyone to be held accountable and for a fast pace to be a real priority.
The way an organization is set up can affect its speed. Having a clear structure with established processes helps decisions get made faster and reduces unnecessary politics, allowing teams to be more responsive.
People can also be their own bottlenecks. Perfectionism, lack of confidence, and inexperience can all make tasks take longer than they should. Encouraging quick, effective work over chasing perfection can help increase productivity.

Organizations are feeling pressure to share their views on social and political issues as corporate purpose becomes important. It's a balancing act between business needs and leadership values.
Different companies have varying opinions on whether to take a stand. Some believe in being vocal, while others prefer to stay neutral on political matters.
A decision-making framework can help guide organizations on when and how to speak out on these issues, as understanding public sentiment becomes increasingly crucial.