I’ve posted yesterday about a book I’ve heard of: Radical Management: Mastering the Art of Continuous Innovation.
Now, in my mailbox today, I can see the lastest ChangeThis newsletter with a presentation of Steve Denning’s ideas which he details in his book. The manifesto is here: Change This – Radical Management: Mastering the Art of Continuous Innovation.
I’m happy that I’ve read this manifesto, because it allows me to understand more about what that style of management is all about. And I must say that I like it even more!
Being an idea-connector as I am, I can’t help but connect the principles that Mr Denning proposes to the ones I’m more used to. Here they are.
What are the 7 principles?
First, a quick reminder of the seven principles Mr Denning proposes:
- The purpose of work is to delight clients through value innovation
- Work should be carried out in self-organizing teams
- Work should be done in client-driven iterations
- Each iteration should deliver value to clients
- Total openness: everyone levels with everyone
- The workplace is a context in which teams themselves want to improve
- Management communicates through interactive conversations
I shall now link these very interesting propositions with the main topics of this blog and show how I feel they relate to one another.
Lean is a total management system encompassing the whole organization. Or it should be. One of the fundamental principle of Lean is that you must give customers what they want, at the moment they want it, in the quantity they want, all by reducing their burden to buy it from you. As Lean is rather radical in its force to move toward this direction, it means that to reduce your costs, you also need to reduce your turnover and the best way to do that is to give back some power to your employees and take care of them. You need to let them use their mind as to what and how the company can be improved and how they can best work to best serve your customers.
As the driving obsession of Lean is to achieve all that through the mean of reducing the delay between the moment a customer makes a request and the moment you’ve collected the money he gave you in purchase of your product or service, this means that you should try to deliver any products to any customer requesting it (that’s one-piece-flow behind it, for sure).
I relate this to Mr Denning’s points #1, #2, #3, #4 and #5.
Systems Thinking is a way of thinking of systems (as defined as a collection of parts related to each others) that allows to see the forest despite the trees. Indeed, the whole has some (emergent) properties worth studying that you can’t see when only studying the parts. There’s a lot more behind this sole sentence and diverse methods to help you achieve that.
One method that I find especially visible through Mr Denning presentation of Radical Management is that of the Viable System Model by Stafford Beer. I’ve uploaded a diagram presenting what the VSM is (same letters, but different than the Lean “Value Stream Map”) behind this link.
Mr Denning’s Radical Management points #2 especially relates to the system law of requisite variety. According to this law, which is a building principle of the Viable System Model, small teams have a better chance of matching the environment’s variety than some top management up the hierarchical ladder. Hence, autonomous teams, all working under the same vision or in the same direction (as set by point #1) are a must. In this view, point #7 might be seen as a new way of interacting with teams corresponding to System 2 in charge of interactions and conflicts between autonomous systems 1 (teams).
Besides, when you have the autonomy to work the way you want, you’re more willing to improve your own work conditions than if they’re imposed on you by some management far away. That’s point #6.
Strength-based approaches to management
I’ve already covered the 7 points. Yet, although it’s not explicitely stated in the manifesto which I link at the beginning of the article, I have the feeling that the whole radical management system is somewhat more strength-based than traditional management approaches. Indeed, when you’re talking of “delighting clients” (#1), “delivering value” (#4), “openness” (#5) and “interactive conversations” (#7), you’re more likely to deal with what works and motivates people than seeking to assign blame for problems.
All in all, Radical Management seems to be a very good approach to management, with a nicely put combination of Lean, Systems Thinking and Strength-based approaches to management. Being from a Lean background mainly, I can only regret that of all the fantastic Lean books available, people only remember the tools part and not the management part. That’s similar to trying to use some powerful tool without reading the accompanying instructions: no wonder you end up hurting people.
So, if some management book can focus readers on improving their management skills, so far so good! We’re in desperate need of some new style of management and Radical Management, in my opinion, greatly fills the gaps.