In Advice for the Training Department I recommended that those in the training function should concentrate on Communicating & Connecting. Later I suggested that the training department should wake up and smell the coffee or be rendered obsolete. All of this is premised on the fact that our organisational structures need to change in order to deal with complexity and one framework we can start with is wirearchy.
However, the training department can at best manage incremental change unless the organisation itself changes. In It’s Time to Invert the Management Pyramid, Vineet Nayer says:
It is not a stationary relic I’m talking about. I’m talking about the brand new dinosaur on the block – the classical management pyramid. Time has come to dismantle it and adapt to a new evolutionary and unstructured model that leverages the team effect to ensure that companies can lead change rather play catch up or be left behind.
The training department and the CLO can help in this effort, but inverting the pyramid is the big work that needs to be done by the entire organisation.
I believe that structural change is coming sooner than many expect, with the WorldBlu list as an example of the hunger for change. The inability of our prominent command and control organisations to deal with growing complexity highlights our structural problems. The largest military force in the world cannot defeat a loosely knit group of terrorists; the US/Cdn automotive sector has been incapable of changing its business model and our elect & forget political representatives are increasingly hamstrung by an electorate that no longer provides majorities or landslides.
It is time to invert the pyramid and integrate learning into all that we do. Are you ready?