Last time I wrote about dynamic stability and focused on the mindset of a leader: the vision, values, commitment, and discipline required to establish the foundation for greatness. But today we’re going further in pouring this foundation.
Beyond the leaders’ mindset lies the true physical work of leadership. That begins with relentless learning. It is an adventure that requires leaders to go and see the value being created by people. Leaders are curious, and always seek deeper understanding. Be present, be useful, be quiet, be still. Watch. Listen. Learn. Share what you discover.
You also need a physical structure in your workplace that promotes more positive, focused learning. The only organization structure that can achieve this is one based on small teams throughout the workplace. “Small” means no more that six people in a focused place with a common goal to satisfy customers. There are no “individual contributors” in a lean organization. There are no white knights; no heroes. It begins with the chief executive, who is merely the team leader of a six-person executive team. Each of those team members then becomes the team leader for a subsequent team, and so on up through the organization until we reach the value creating level, to which all leaders are subservient and supportive.
Teams learn best from each other and they do that best when they care about each other. They need to have close relationships that leaders build and nurture. This is a deliberate, intentional leadership duty.
Dynamic stability flows from the leaders’ mindset through the learning structure that begins and ends with small teams. Stop depending on cost accounting, and go and see the contributions teams with leaders can make. Better still, create working teams. Let the work required determine the size, but keep it small. You may have to redesign the work.