Conversations With My 2 Year Old I M The Boss 10 Ways To Kill An Organisation

You are searching about Conversations With My 2 Year Old I M The Boss, today we will share with you article about Conversations With My 2 Year Old I M The Boss was compiled and edited by our team from many sources on the internet. Hope this article on the topic Conversations With My 2 Year Old I M The Boss is useful to you.

10 Ways To Kill An Organisation

I’m talking here about the perfect murder, Hitchcock style. Forget the arson attack on corporate headquarters, or the mysterious disappearance of a company into the annals of history (through a merger and acquisition that merged nothing and acquired everything, including the logo and name, which ceased to exist on the first day of the ‘union. ‘). I am talking about the subtle poisoning of an organization that is unseen by many and only slightly suspected by some. I’m talking about slow poisoning by professional killers with a hidden agenda. I’m talking about a thriller script in the husband-poisons-wife-with-small-doses-of-cyanide genre, where the poison is administered in an apparently caring atmosphere.

In some organizations it is not that difficult to identify the prime suspects, the toxic managers. You may even know them well; you can even report to them. There are two types – the obviously obnoxious, and the caring. One of them is very dangerous.

That’s right, it’s the one who cares, and who gets poisoned under the care egg.

So here are ten script outlines for an organizational thriller. You can choose the heroes and villains you want – I’m just providing the outline. You can also choose the plugins and the location. I will be the producer. If you come back to me with a developed script, we’ll try Hollywood first, and split the profits. Alternatively we can try business schools: the case study industry is doing well and, frankly, anything beats learning about Toyota’s penetration of the US market and the ultimate maximization of shareholder value in the Southern California auto industry.

Script 1: I just know

Caption: I just know we’re going to do x, but go explore all the options.

In this scenario, a senior manager not only openly trusts teams but declares himself the Great Defender of Team Spirit. He nurtures and protects his team. He makes sure to personally train all the project managers, although this is received with mixed feelings. He encourages the team to explore many possibilities, to be open-minded and to see the big picture. But he ‘just knows what will happen’. Faced with a problem, he asks for ideas, even though he “already knows the answer”. This pattern is repeated several times, until the team begins to suspect that it is wasting its time and that the Big Guy is just playing ego. By the time the toxicity is revealed, half the project managers have left in pursuit of a boss who “knows less”, and the other half are either bored or enjoying their stock options.

Script 2: Let them fail

Caption: Wrong way but they have to see it for themselves.

This script is played out in paternalistic and patronizing organizations where senior management has chronically confused a business organization with a primary school. Toxicity is very subtle because it plays out in a so-called learning environment where people “learn by their mistakes” and are “entitled to take risks”. Suspicion is raised halfway through the script when some people who fail are fired. The piece ends with people laughing as the CEO speaks highly of knowledge management while collecting the Learning Organization of the Year Award.

Script 3: Try harder

Subtitle: Guess what I want.

Teams always “not quite there” present the results of a three-month analysis of the problem, and they go back again and again to refine their research. Finally one project manager has a revelation and asks: “Why don’t you tell us what you want? That would save us from having to keep ‘going back to the team’.”

Script 4: I have the answer, what is the question?

Caption: Been there, done that, trust me, I know.

A variation of Script 1, this organization is dominated by managers who constantly refer back to their previous experiences. When it comes to a management change program, they bring the McKinsey templates from their last company’s M&A to the first kick-off meeting. The answers are there and they have them. When it comes to HR problem, they are super psychologists. If it’s a financial problem, they know because they’ve been there before. Reality is almost mapped out, causing staff to switch off creatively. Sudden death occurs in this script when market conditions change dramatically, and the combined wisdom of those experienced managers cannot compensate for the lack of new ideas and imagination.

Script 5: Legalized suicide

Caption: You decide who is redundant – this is very humane M&A.

The story opens with M&A consulting gurus deciding that it is better to let the staff decide who will survive, rather than burden the leadership team with such an inhumane decision. Department heads are gathered and given a business plan and schedule. After several sleepless nights a good third of the managers and staff decide that they will be fired, so they leave. The trick in this script is that there is no killer in sight. Instead, some staff commit mass suicide while singing a rousing chorus of “What a wonderful human death this is”. The finale has a twist: two surviving department heads blame the leadership team for clearly abdicating their responsibilities and dressing the whole thing up as a democratic decision, while the CEO uses the case to show how humane, democratic and open the company is.

Script 6: Do but don’t

Caption: Please do, but make sure we tell you what.

This story takes place in a “free” environment where people are encouraged to take all kinds of initiatives, to act. There are many examples. Sometimes a manager implements a program that she feels she is encouraged to do. She is reprimanded and actually demoted. Confused and frustrated, she leaves. Colleagues require an explanation, but not very far. The script ends with highlights of collective frustration when it is discovered that this pattern of “do it, but don’t do it” is common in general.

Script 7: You are entitled to believe me

Caption: We are all empowered, but I am more empowered than others.

This storyline borrows heavily from the “We are all equal but some of us are more equal than others” concept. Empowerment is a much-used buzzword in the organization and features prominently in its mission statement. Life is relatively peaceful until a manager asks the question: “What does it mean?”. Furious senior management responds with a long sermon on trust, culture, values ​​and principles. Little guy asks again, “But what does it mean to be empowered?” Big man says, “Look how empowered I am by the Board.” Graffiti begins to appear on walls, doors and toilet partitions with unpleasant statements about the credibility of the company’s rhetoric. The organization is slowly dying of buzzword intoxication.

Script 8: Maximum responsibility, minimum authority

Subtitle: Big headlines, big visibility, big blindness.

In this script, the responsibilities of the organization are well defined – everyone knows what they are responsible for. But hidden, small doses of toxicity come from giving staff the impression that they have the accompanying authority. It turns out that this is simply not true. Authority lies elsewhere, with people not very responsible for anything other than accumulating as much authority as possible. Managers’ egos are boosted by big “responsible” titles like Global Project Manager (the corporate equivalent of UN Secretary General). Some staff discover that they have no real authority, and escape from the organization. Those trapped inside become blind. The game of Big Titles ends when more and more managers become suspicious of the mismatch of responsibility and authority. The CEO responds by creating a new layer of highly responsible managers with highly sexualized titles on their business cards.

Script 9: Big goals, great future, big cuts

Caption: We’re fine but you’re fired.

Growth has been declared within the organization, and its annual results are not bad. The CEO states great hopes and possibilities. Almost simultaneously, R&D is cut by 20% and those in the wrong place at the wrong time are fired, regardless of their talents. The pattern repeats itself several times as the plot progresses, until a Pavlovian reflex develops: every time the CEO announces “good year, great results, we need to grow”, staff tremble.

Script 10: Frog boiling

Caption: There are two ways to boil a frog and you should be a little warm by now.

This is based on the old adage that there are two ways to boil a frog. One way is to get a pot of boiling water and throw the frog in. The frog burns itself, but jumps out quickly and survives. The second way is to put the frog in a pot of cold water and turn on the heat. The frog is very happy in his gradually warm and comfortable environment until he boils without noticing. This script is offered for free interpretation and application to the life of managers in organizations.

Script 11 – math has never been my strength – is based on a combination of the other ten. In this script, managers believe that all the previous scripts are a bit of a joke, funny stories with ideas barely worked out, certainly not a reflection of real life, a bit of entertainment disguised as management thinking. Readers in script 11 mode may feel quite warm and cozy. Please check that the heat is turned off.

Video about Conversations With My 2 Year Old I M The Boss

You can see more content about Conversations With My 2 Year Old I M The Boss on our youtube channel: Click Here

Question about Conversations With My 2 Year Old I M The Boss

If you have any questions about Conversations With My 2 Year Old I M The Boss, please let us know, all your questions or suggestions will help us improve in the following articles!

The article Conversations With My 2 Year Old I M The Boss was compiled by me and my team from many sources. If you find the article Conversations With My 2 Year Old I M The Boss helpful to you, please support the team Like or Share!

Rate Articles Conversations With My 2 Year Old I M The Boss

Rate: 4-5 stars
Ratings: 5809
Views: 84308358

Search keywords Conversations With My 2 Year Old I M The Boss

Conversations With My 2 Year Old I M The Boss
way Conversations With My 2 Year Old I M The Boss
tutorial Conversations With My 2 Year Old I M The Boss
Conversations With My 2 Year Old I M The Boss free
#Ways #Kill #Organisation

Source: https://ezinearticles.com/?10-Ways-To-Kill-An-Organisation&id=763407

Related Posts

default-image-feature

Conversational Skills Between 2 Year Old And 5 Year Old Art of Conversation – 3 Simple Ways to Draw People Into Your Conversation

You are searching about Conversational Skills Between 2 Year Old And 5 Year Old, today we will share with you article about Conversational Skills Between 2 Year…

default-image-feature

How Much To Feed A 2 Month Old Labrador Puppy The Nutraceutical Marketing Gold Rush – Or How To Find Happy Customers for Life

You are searching about How Much To Feed A 2 Month Old Labrador Puppy, today we will share with you article about How Much To Feed A…

default-image-feature

How Much To Charge For Babysitting A 2 Month Old Fiji Kids Clubs

You are searching about How Much To Charge For Babysitting A 2 Month Old, today we will share with you article about How Much To Charge For…

default-image-feature

Christmas Toys For A 3 1 2 Year Old Girl Home School Your Teen to Financial Success

You are searching about Christmas Toys For A 3 1 2 Year Old Girl, today we will share with you article about Christmas Toys For A 3…

default-image-feature

How Much To Bottle Feed A 2 Week Old Kitten Caring For a Ferret Baby

You are searching about How Much To Bottle Feed A 2 Week Old Kitten, today we will share with you article about How Much To Bottle Feed…

default-image-feature

Christmas Gifts For A 1 1 2 Year Old Boy My Two Favorite Mothers Day Gifts That Cost Next to Nothing

You are searching about Christmas Gifts For A 1 1 2 Year Old Boy, today we will share with you article about Christmas Gifts For A 1…