Everything that we consider "conventional wisdom" was once a radical new idea — the gene, monotheism, and relativity, to name a few. Each innovative concept that becomes a piece of the conventional wisdom either displaces, covers over or extends something that was already there. But often, an idea becomes so solidly accepted that nobody ever questions it again. When that happens in management, it creates an opportunity.
To achieve leadership,
question conventional wisdomWhen people question what we all accept without question, they sometimes create something new, useful, and even powerful. For instance, many once believed that for an organization to be a leader, it needed a powerful mainframe computer, and a terminal on every desk to connect everyone to it. They also believed that people had to work in the office, not at home.
To achieve leadership, first identify, and then question the conventional wisdom. Here are some examples of conventional wisdom in brainwork. They're from different perspectives, but often their adherents believe them completely. All of them are sometimes true, but all of them are questionable.
- People work better under pressure
- With today's technology, there's no advantage to working in the same building (city, country, …)
- We must lower costs because we can't raise revenue
- Numeric performance ratings are meaningful
- Cubicles are cheaper than offices
- This is a young person's game
- Only a seasoned veteran can handle this
- People can't manage others who are more experienced
- We can get this done with 10% fewer people
- We can save money by keeping our computers one more year
- We can't afford training
- Contractors are the cheapest way to go. No, wait, outsourcing is.
- People are most motivated by money
- The most qualified person is someone who's done it before
- Adding features increases market share
- Charging more decreases unit sales
- Being first is more important than getting it right
- We have to because customers are pressing us
- Competition is the best way to stimulate creativity
- If we add people (reduce requirements, increase the budget, announce it publicly) they'll finish sooner
- If we tell them they have to do it, they'll find a way
- If we tell them we can't do it, we'll be fired
- Product Development people are clueless about Marketing and Sales
- Marketing and Sales people are clueless about Product Development
- HR is just clueless
- We need the most modern technology
Although these dogma constrain our industries, our companies, and ourselves, the constraints are effective only to the extent that we don't notice the dogma. Becoming aware of the assumptions we make, and questioning them, is the first step along the path to higher performance and achievement. Sometimes. And sometimes not. Top Next Issue
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For a careful look at one of the more commonly-invoked "truths" of organizational life, see "Definitions of Insanity," Point Lookout for January 17, 2007.
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More articles on Organizational Change:
- Beyond WIIFM
- Probably the most widely used tactic of persuasion, "What's In It For Me," or WIIFM, can be
toxic to an organization. There's a much healthier approach that provides a competitive advantage to
organizations that use it.
- Outsourcing Each Other's Kids
- Outsourcing is now so widespread that it has achieved status as a full-fledged management fad. But many
outsourcing decisions lack the justification that a full financial model provides. Here are some of
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- Kinds of Organizational Authority: the Formal
- A clear understanding of Power, Authority, and Influence depends on familiarity with the kinds of authority
found in organizations. Here's Part I of a little catalog of authority classes.
- When Change Is Hard: II
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But even when we believe we have good leadership and the most cooperative populations, we can still
encounter trouble. Why is change so hard so often?
- The Restructuring-Fear Cycle: I
- When enterprises restructure, reorganize, downsize, outsource, spin off, relocate, lay off, or make
other adjustments, they usually focus on financial health. Often ignored is the fear these changes create
in the minds of employees. Sadly, that fear can lead to the need for further restructuring.
Forthcoming issues of Point Lookout
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- And on August 1: Strategies of Verbal Abusers
- Verbal abuse at work has special properties, because it takes place in an environment in which verbal abuse is supposedly proscribed. Yet verbal abuse does happen at work. Here are three strategies abusers rely on to avoid disciplinary action. Available here and by RSS on August 1.
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