The least we can do is turn the org chart upside down

<p>We are in the midst of a leadership crisis. The rational, ego-driven authority model of organizations that is based on ideas that are over a century old will not work anymore in the future. We can dive deep into this like I did in previous essays about&nbsp;<a href="https://medium.com/design-leadership-notebook/beyond-the-non-hierarchical-leadership-model-b34e62c72297" rel="noopener">a non-hierarchical leadership model</a>&nbsp;or about&nbsp;<a href="https://medium.com/design-leadership-notebook/design-thinking-as-a-model-for-the-organization-of-the-future-f7742d5e822e" rel="noopener">using design thinking as the inspiration to design the organization of the future</a>, but maybe we can start much simpler. Maybe we can start with one simple inversion. What if we just start by turning the organizational chart upside down?</p> <p>A traditional, century old, org chart looks like this, we have all seen it in every other Powerpoint presentation:</p> <p><img alt="" src="https://miro.medium.com/v2/resize:fit:700/0*xTitOxJDVnc4BWEB.jpg" style="height:432px; width:700px" /></p> <p>The traditional org chart</p> <p>What if we just turn this dinosaur upside down?</p> <p><a href="https://medium.com/design-leadership-notebook/the-least-we-can-do-is-turn-the-org-chart-upside-down-9920e802a68e"><strong>Visit Now</strong></a></p>
Tags: Upside down