Unlocking Capacity:
Best Practices & Future Trends in Appreciative Management
Here is what we are reading at the AiMS institute this week about what’s working well, and what’s coming next in how we lead, plan, and operate in business:
Dear Leader,
I hope this newsletter finds you thriving amidst the whirlwind of leadership responsibilities and challenges. Today, I’m reaching out to shed light on a transformative perspective on how businesses should be run, inspired by the insightful book, “Humanocracy” by Gary Hamel and Michele Zanini.
“Humanocracy”: A Primer
At its heart, “Humanocracy” challenges the age-old bureaucratic model that dominates many organizations. Hamel and Zanini advocate for a radical new approach that puts human potential at the center of companies. It’s about creating organizations as adaptable, innovative, and inspiring as the people inside them.
Key Ideas for Leaders
Bureaucracy vs. Humanocracy: Bureaucracy is efficient, no doubt, but it often stymies creativity and innovation. Humanocracy, on the other hand, capitalizes on human potential, fostering environments where everyone can contribute and influence.
Empowerment from the Bottom-Up: Empower everyone, not just the top-tier. Humanocratic organizations thrive when decision-making power is distributed. This means trusting your teams to make the right calls and innovate.
Meritocracy is Key: Performance should be based on contributions and results, not titles or tenure. Leaders in a humanocracy recognize and reward genuine talent and effort.
Redesign the Model, Not Just the Processes: Instead of making incremental changes, think about a complete overhaul. Rethink how roles, goals, and projects are structured to truly tap into human potential.
Foster a Learning Environment: Cultivate a culture of continuous learning and adaptability. Encourage your teams to take risks, experiment, and learn from both successes and failures.
Human Values at the Core: Prioritize values that cater to our inherent human needs—autonomy, mastery, purpose. When people find meaning in their work, they become more motivated and aligned with the organization’s goals.
Why It Matters for Leaders Like You
As leaders, our role is continuously evolving. In a world that’s increasingly volatile, uncertain, complex, and ambiguous, relying solely on traditional hierarchical models might leave us behind. Embracing humanocracy is about preparing for the future, unlocking untapped potential, and ensuring our organizations remain relevant, dynamic, and resilient.
Embrace the Transformation
Transitioning from a bureaucratic model to a humanocratic one may not be a cakewalk. But as leaders, we’re no strangers to challenges. As you move forward, consider:
Auditing your existing culture: Where are you relying on the traditional command and control way of leadership? Where is bureaucracy stifling innovation, creativity and ownership? Where you your organization benefit from making the two AiMS Shifts?
Engaging your team: Use AiMS tools and techniques to engage your team in more important conversations more often is a practical way to mobilize and monetize the collective genius of your team.
Iterating and evolving: Remember, this isn’t a one-size-fits-all. Customize the approach that aligns best with your organization’s unique needs.
In closing, “Humanocracy” serves as a powerful reminder that our greatest asset is our people. Let’s commit to transforming our organizations into platforms where every individual can flourish. Until next time, here’s to leading with humanity at the heart.
Warm regards,
Jason MacKenzie
COO, AiMS Institute
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The article discusses the transformation of office culture amidst global crises. It highlights the importance of work-life balance and presents three strategies to promote integration.
From his experience, Ben Armstrong of Archangel Ventures shares two key traits he has noticed within high-performing teams. He gives insight on how these traits can be replicated across teams.
