Career Cartographers’ Post

#CorporateDrama #LeadershipChanges #WorkplaceCulture Wow, have you heard about what just went down at our workplace? 😲 Our new COO finally decided to make some big moves that have left everyone stunned! Until recently, he was this elusive figure, holed up in his office, avoiding meetings with anyone. But last week, he summoned about ten of our long-term managers and supervisors to a meeting, and the outcome was shocking. He publicly deemed them all incompetent and just like that, fired them—no warnings, no notices, and certainly no severance pay! These were key players in our team, people who knew the ins and outs of the company. They had a wealth of technical skills and experience that is hard to replace. 😔 Imagine the chaos this has caused: 💼 **Project Disruptions:** These managers were knee-deep in important projects. Who will take over those responsibilities now? 📅 **Missed Meetings:** They had numerous meetings lined up with clients and staff. Now, the teams left b... Why Were Ten Long-Term Managers Fired Without Warning? Answers: https://lnkd.in/gQEYuFvG

Have you ever experienced the aftermath of a key employee or leader leaving your organization? It's like losing a crucial piece of a puzzle—you suddenly realize how essential they were to the smooth functioning of your workflows and the cohesion of your teams. When an employee leaves, it's not just their role that needs filling; it's the intricate knowledge, relationships, and insights they take with them. Similarly, when a leader departs, it's not just about finding a replacement; it's about the strategic direction they've set, the trust they've built, and the connections they've nurtured. The impact of these departures is often underestimated. It creates a void that can take a significant amount of time and effort to fill, disrupting projects and affecting morale. Yet, despite this, many businesses don't fully prepare for or anticipate the fallout from such transitions. That's why I advocate for developing comprehensive business cases for these scenarios. Before rushing to hire or scrambling to reorganize, taking the time for a well-defined risk assessment can be a game-changer. However, it's also important to recognize that sometimes, it may be more crucial to retain valuable employees than to push forward with a project. In the larger scope of things, losing key team members can have a more significant impact on overall success than delaying or reevaluating a particular initiative. By understanding the potential risks, assessing the broader impact on teams and projects, and considering alternatives like employee retention strategies, organizations can make more informed decisions that contribute to long-term success. What are your thoughts on this approach? Have you faced similar challenges in your organization, and how did you address them? #EmployeeRetention #LongTermSuccess #BusinessStrategy #TeamCohesion #OrganizationalImpact #LeadershipRetention #EmployeeEngagement #StrategicDecisions #WorkforcePlanning #BusinessContinuity

A World Without Managers: The Potential Benefits And How To Structure A Managerless Team https://lnkd.in/gMn2n_4a #teamwork #dynamics #workrelationships #retention #companyculture #performancemanagement #pandlmanagement

We need to flip the hierarchy from thinking of the CEO by Rohit Pathak as the head of the organization to one at the bottom, supporting the entire organisation, and rethink how the CEO leads the organisation. The Corner Office needs to change how it operates and what it represents. Today’s workforce is not a Resource but needs to be treated as Resourceful. The CEO does not sit in a corner office with several check posts before an employee can reach it but is instead an approachable entity, accessible to all, irrespective of their seniority. You go to the CEO not to seek a decision but guidance on how to decide, and sometimes just for a hearing The Chief Executive role is no longer about developing the strategy or even executing the strategy, or solving problems that come along the way. The role is about getting the strategy developed, empowering teams to execute it and getting the problems solved. Instead of a being a distant, feared and authoritarian leader, the CEO of today needs to be a person who: 1)has a vision but more importantly has a Clear Purpose (for self and the organisation) 2)can set the broad direction and create an environment so that the Team Can Decide and Drive the right course of action (vs give orders/instructions) 3)has the Clarity of Thought to prioritise and decide under ambiguity and often without 100% information/analysis (and not overload the teams with pointless analysis) 4)is able to Engage, Enable and Empathise with the team instead of being obsessed with ruthless execution and delivery. #CEOlife #CornerOffice #RohitPathak #CEOsalarytrends

I am a supervisor, and I am tired. This outlines some of my “why” when I feel inadequate or not Showing Up as my best leader self at work so well. This isn’t just about supervisors and leaders setting the culture for their teams, it’s also about shifting the culture for management. A job description has often one line - supervise the department. That, if done well, is hours of time supporting, guiding and Showing Up for team members. This isn’t built into the day to day! So, let’s get BETTER at it. More honed into the skills we have to BE PRESENT and help people feel seen, heard and valued in efficient and meaningful ways!!! #connection #leadership #leader #socialwork #guide #workshops #training #professionaldevelopment

The 3 Fatal Flaws of Organizing: Too Much Management, Too Much Hierarchy, and Too Much Exhortation. Fatal Flaw 1: Too Much Management When managers at all levels are paid to oversee, control, & administer at the micro-level. This leads to a lack of freedom for employees to choose, design, & execute their jobs as they see fit. Fatal Flaw 2: Too Much Hierarchy When vertical aggregation & coordination of effort are based on mandatory activities of people in pre-defined roles. This leads to a lack of horizontal collaboration & commitment of people based on voluntary & flexible use of capabilities. Fatal Flaw 3: Too Much Exhortation When a take, work, & shout harder mentality with long hours is based on a head & hands model of people. This leads to a lack of a give & contribute mentality that emphasizes meaningful work & a whole-person model of people. By addressing these 3 fatal flaws, organizations can create a more productive, engaged, & innovative workplace. #fatalflaw #organizing #management #heirarchy #exhortation #purpose #wantandhave #freedom #community

The Pitfalls of Leading Without Trust and Respect Imagine this scenario: a thriving, established team is handed over to a new Operations Director. Instead of observing, understanding, and gradually earning trust, the new leader charges in with their own agenda. During an informal team conversation, they openly criticise the group and announce plans to lay off several employees. No context, no discretion—just blunt, unfiltered decisions. The result? Fear spreads like wildfire, trust evaporates, and productivity plummets. Employees feel undervalued and anxious, while HR becomes inundated with complaints from all sides...and not to mention the enormour risk of employment tribunal cases being raised! This kind of approach dismantles team cohesion. Without trust and respect, a leader alienates their team, creating division and ultimately failing to achieve meaningful results. How could this have been handled differently? 1️⃣ Start by listening—get to know the team and their challenges. 2️⃣ Build trust through clear, respectful communication. 3️⃣ Implement performance reviews to encourage growth and accountability. 4️⃣ Empower the team with a shared vision: “We can achieve more together.” 5️⃣ Focus on collaboration, not fear, to foster loyalty and productivity. Leadership isn’t about wielding authority; it’s about connection. A team that trusts their leader is a team that thrives. How would you rebuild trust after a misstep? Let’s discuss. 👇 #hr #teambuilding #businesssupport #outsourcing #businessconsultant

➡️ 𝗙𝗼𝗿 𝘀𝗼𝗺𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀, 𝗖𝗢𝗩𝗜𝗗 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝗮 𝗯𝗹𝗮𝗰𝗸 𝗵𝗼𝗹𝗲. A deep breach in their organizational mode that required a rapid reshuffling of the deck. Virtually overnight, it became necessary to rethink team management through a shift to remote work and to remotely steer the entire company ecosystem. By completely overhauling existing operations and profitability models, COVID necessitated a crisis management policy for leadership and the implementation of new strategies, often put in place in urgency: ...Multiple reorganizations, reassignment of roles, workload increase, strained cash flows, conflicting directives, rushed digitalization, lack of visibility, unkept promises... The perfect mix to provoke a "passive" resistance from employees to change: quiet quitting. 💣 ➡️ 𝗖𝗢𝗩𝗜𝗗, 𝘄𝗵𝗮𝘁'𝘀 𝘁𝗵𝗲 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝘁𝘄𝗼 𝘆𝗲𝗮𝗿𝘀 𝗮𝗳𝘁𝗲𝗿 𝘁𝗵𝗲 𝗹𝗼𝗰𝗸𝗱𝗼𝘄𝗻𝘀? While the immediate survival of many companies is no longer at stake, many disruptions caused by the pandemic persist, including employee disengagement. It is essential to ask questions about the loss of reference points and meaning at work: ➡️ How can we re-establish the connection between employees and their company in this new environment? ➡️ How can we reinvent the way we work to create a directory that is more robust and resilient for everyone? This is the challenge that lies ahead! What do you think? 🤔 #toughtmanagement #thoughtleadership #happynessatwork #executivecoaching ----------------------------- 𝗛𝘂𝗺𝗮𝗻 𝗣𝗹𝗮𝗰𝗲, 𝘁𝗵𝗲 𝗶𝗻𝘀𝗽𝗶𝗿𝗶𝗻𝗴 𝗮𝗻𝗱 𝗶𝗺𝗽𝗮𝗰𝘁𝗶𝗻𝗴 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴

Fire All Managers: A Radical Way to Unlocking Company Success? Organisations should consider a radical shift in an age when traditional management structures are increasingly costly and ineffective. According to Harvard Business Review, traditional managerial hierarchies can often hinder productivity and innovation rather than foster them. Managers come with a hefty price tag, elevate the likelihood of poor choices, disengage employees, and hinder advancement. By decentralising decision-making and empowering every team member to take ownership of their work, organisations can tap into a wellspring of creativity and productivity. Morning Star, a California-based tomato processing company, operates without traditional managers. Instead, it employs a system called "self-management", where each employee is responsible for managing their own work. This unconventional model serves as a beacon, illuminating a path towards a future where individuals are not merely cogged in a machine but architects of their own success. https://lnkd.in/eKnB9r9y #Leadership #Management #SelfManagement #OrganizationalCulture #Innovation #Productivity #EmployeeEmpowerment #FutureOfWork #CareerDevelopment #ProfessionalDevelopment #BusinessStrategy #WorkplaceTransformation #CorporateCulture #CareerGrowth #HR #Entrepreneurship #WorkplaceDynamics #Teamwork #AgileOrganization #SuccessStories

Great leaders don’t just sit in an office. They roll up their sleeves and get in the trenches with their team. At Tsetserra, I help blue-collar businesses integrate advancing technology while staying engaged and hands-on with every layer of our operations. I always tell people that I want an upside-down pyramid. A broad top layer focused on diverse revenue streams, a substantial middle for cost of labor, and a lean bottom layer for back-office operations. Most small businesses, however, have one or two people at the top handling everything. That's not sustainable. One time, I found out our office manager was overwhelmed because the middle layer wasn’t supporting them properly. I stepped in, reassigned tasks, and made sure everyone knew their role. This hands-on approach helped balance the workload and improved our overall efficiency. Here's how to do it: → Leaders should be actively involved in all levels of the business. → Supporting each layer ensures the entire operation runs smoothly. → Clear roles and responsibilities prevent overload and burnout. To lead effectively, you must be willing to get your hands dirty and guide your team every step of the way.