The operating system of traditional organizations no longer works, it is a tangle of bureaucracy and rules that slow down processes and make it impossible for the organization to adapt to the ever-changing modern reality.
This article proposes a new type of organization defined: “evolutionary organization”, which is based on the principles of employee self-management, transparency and free flow of information at all levels.
Evolutionary organizations are the only possible future if you want to remain competitive in a world in rapid and continuous evolution.
The management system that has always been used no longer works in the modern world and what “evolutionary organizations” are
Today’s world is a constantly changing environment that requires agility and speed of adaptation, despite this, the hierarchy, the budget plans, the controls, in a nutshell the bureaucracy that was once the element capable of reinforcing and making growing our companies continues to abound, although nowadays it is an element of slowdown and a weak point.
As the world changes and evolves, the corporate OS, that is the operating system of each organization, is based on assumptions that are decades old and is rarely questioned. To overcome the terror of giving up that minimum of centralized control left and really evolving the operating system of your company, you have to decentralize it consistently.
The companies that take this path are called “evolutionary organizations”, companies that constantly change and improve their operating system, taking the path of self-management and thus eliminating hierarchies and bureaucracy.
How the assumptions on which the traditional organization is based were born, what are its effects on modern companies and how evolutionary organizations are the solution
The traditional organization was born more than a hundred years ago with Winslow Taylor, who divided the work done in the factories into small stages, designating the best way for each and assigning each stage to a worker; the implicit idea was that thought and execution were two divided concepts, the first was assigned to the ruling class and the second to the workers.
In today’s organizations this idea turns into bureaucracy, a set of rules that does not allow you to be agile and respond to the demands of the modern world quickly, creating what is called “organizational debt”: that is, any policy or structure that no longer has no use in an organization. The answer to organizational debt is the simplification of roles and processes.