The Organization of the Future 2 E-Book

• Herausgeber: John Wiley & Sons
• Kategorie: Fachliteratur
• Serie: Drucker Foundation Future Series
• Sprache: Englisch

Seitenzahl: 570

Veröffentlichungsjahr: 2009

Beschreibung

With 26 inspiring chapters, this book celebrates the wisdom of some of the most recognized thought leaders of our day: emerging and established experts who share their unique vision of what the organization of the future should look like and must do to survive in the turbulent 21st Century. * Outsmart Your Rivals by Seeing What Others Don't, Jim Champy * Organization Is Not Structure but Capability, Dave Ulrich & Norm Smallwood * The Leader's Mandate: Create a Shared Sense of Destiny, James M. Kouzes & Barry Z. Posner * A Different Kind of Company, Srikumar S. Rao * Free to Choose: How American Managers Can Create Globally Competitive Workplaces, James O'Toole * Managing the Whole Mandate for the Twenty-First Century: Ditching the Quick-Fix Approach to Management, Paul Borawski & Maryann Brennan * The Values That Build a Strong Organization, Thomas J. Moran * Revisiting the Concept of the Corporation, Charles Handy * Mobilizing Emotions for Performance: Making the Most of the Informal Organization, Jon R. Katzenbach & Zia Khan * Beyond Retirement: Mature Workers Are Essential Talent for Organizations of the Future, Richard J. Leider * The Best Hope for Organizations of the Future: A Functioning Society, Ira A. Jackson * Reframing Ethics, Spirit, and Soul, Lee G. Bolman &Terrence E. Deal * Environment Drives Behavior and Expectations, Bill Strickland with Regina Cronin * Dynamic Organizations for an Entrepreneurial Age, Christopher Gergen & Gregg Vanourek * Multidimensional, Multinational Organizations of the Future, Jay R. Galbraith * Designing Organizations That Are Built to Change, Edward E. Lawler III & Christopher G. Worley * Refounding a Movement: Preparing a One-Hundred- Year-Old Organization for the Future, Kathy Cloninger * Three Challenges Facing Nonprofits of the Future: People, Funding, and Strategy, Roxanne Spillett * Pioneering the College of the Future: Building as We Walk, Darlyne Bailey * The Organization of the Future Will Foster an Inclusive Environment, Lee Cockerell * The Leader as Subculture Manager, Edgar H. Schein * The New High-Performance, Horizontal Organization, Howard M. Guttman * The Leadership Blueprint to Achieve Exponential Growth, David G. Thomson * Leadership Judgment: The Essence of a Good Leader, Noel M. Tichy & Christopher DeRose * The Leader of the Future, William A. Cohen * Leadership by Perpetual Practice, Debbe Kennedy

Leseprobe

Table of Contents

Other Publications from the Leader to Leader Institute

Title Page

Copyright Page

About the Leader to Leader Institute

PREFACE

Introduction

PART ONE - STRATEGY AND VISION

CHAPTER ONE - OUTSMART YOUR RIVALS BY SEEING WHAT OTHERS DON’ T

MINUTECLINIC SOLVES EVERYDAY HEALTH CARE PROBLEMS IN A NEW WAY

CHANGE OR DIE: GOOD ADVICE FOR ORGANIZATIONS OF THE FUTURE

SONICBIDS.COM FOUND A MUSIC MARKET NO ONE ELSE SAW

VISION ISN’T LIMITED TO UPSTARTS: OLDER ORGANIZATIONS CAN REINVENT THEMSELVES, TOO

CONCLUSION

CHAPTER TWO - ORGANIZATION IS NOT STRUCTURE BUT CAPABILITY

THE ORGANIZATION OF THE FUTURE FACES NEW BUSINESS REALITIES

IMPLICATIONS FOR THE NEW ORGANIZATION

CONCLUSION

CHAPTER THREE - THE LEADER’S MANDATE

WE’RE HOSTAGE TO THE PRESENT

WE JUST HAVE TO PAY MORE ATTENTION

EXPLORE FUTURE POSSIBILITIES

IT’S NOT JUST THE LEADER’S VISION

YOU HAVE TO SEE WHAT OTHERS SEE

CHAPTER FOUR - A DIFFERENT KIND OF COMPANY

DESCRIBING THE IDEAL JOB

THE MISSION OF THE ORGANIZATION OF THE FUTURE

HOW EMPLOYEES SHOULD BE TREATED IN THE ORGANIZATION OF THE FUTURE

THE PROGRESSIVE ORGANIZATION’S ATTITUDE TOWARD ITS EMPLOYEES

HOW CUSTOMERS SHOULD BE TREATED BY THE ORGANIZATION OF THE FUTURE

HOW SUPPLIERS SHOULD BE TREATED BY THE ORGANIZATION OF THE FUTURE

HOW SHAREHOLDERS SHOULD BE TREATED BY THE ORGANIZATION OF THE FUTURE

CONCLUSION

CHAPTER FIVE - FREE TO CHOOSE

EMERGING EMPLOYER MODELS: LOW-COST COMPANIES AND GLOBAL COMPETITORS

HIGH-INVOLVEMENT COMPANIES: THE THIRD WAY

THE ECONOMIC DISADVANTAGES OF THE LOW-LABOR-COST STRATEGY

HIRING EMPLOYEES WHO ADD VALUE

BARRIERS TO ADOPTION OF HIGH-INVOLVEMENT PRACTICES

HOW ORGANIZATIONS TREAT WORKERS IS A MATTER OF CHOICE

WHAT YOU CAN DO IN YOUR OWN ORGANIZATION

CHAPTER SIX - MANAGING THE WHOLE MANDATE FOR THE TWENTY-FIRST CENTURY

OVERCOMING THE ADDICTION TO SPOT MANAGEMENT

VIEWING THE ORGANIZATION AS A WHOLE

DEVELOPING SYSTEMS THINKING AND A LEARNING ORGANIZATION

OVERCOMING THE ACCOUNTABILITY HURDLE

THE SYSTEMS APPROACH MUST BE VALUE DRIVEN

MAKING IT HAPPEN: HOW TO CHANGE TO A SYSTEMS APPROACH TO MANAGEMENT

PART TWO - ORGANIZATIONAL CULTURE

CHAPTER SEVEN - THE VALUES THAT BUILD A STRONG ORGANIZATION

THE STRENGTH OF AN ORGANIZATION—AND ITS EMPLOYEES—DETERMINES ITS SUCCESS

THE VALUE OF A STRONG WORK ETHIC

THE IMPORTANCE OF PRIDE, JOY, AND RESPECT AT WORK

THE POWER OF THE AMERICAN DREAM

INTEGRITY AND HARD WORK WILL GET YOU FARTHER THAN ANY SHORTCUT

MAKE SURE YOUR EMPLOYEES KNOW THEY’RE IMPORTANT TO THE OVERALL ORGANIZATION

ONGOING TRAINING IS CRITICAL TO SUCCESS

DIVERSITY IMPROVES ORGANIZATIONS

YOUR ORGANIZATION’S VALUES MUST BE VISIBLE

GIVING BACK HELPS EVERYONE

CONCLUSION

CHAPTER EIGHT - REVISITING THE CONCEPT OF THE CORPORATION

TO SURVIVE, ORGANIZATIONS NEED TO CHANGE

MANY WORKPLACES ARE PRISONS FOR THE HUMAN SOUL

CORPORATIONS NEED A CULTURAL SHIFT

THE BIG QUESTION: WHO AND WHAT IS A BUSINESS FOR?

THE RISE OF PERFORMANCE-BASED PAY

FIRST, DO NO HARM

SECOND, FIND A CAUSE

REDEFINING CAPITALISM

CHAPTER NINE - MOBILIZING EMOTIONS FOR PERFORMANCE

RATIONAL AND EMOTIONAL INTEGRATION

FORMAL AND INFORMAL INTEGRATION

CONCLUSION

CHAPTER TEN - BEYOND RETIREMENT

WHO ARE THESE NEW ELDERS?

RETIREMENT ISN’T WHAT IT USED TO BE

WORKING ON PURPOSE

ORGANIZATIONS OF THE FUTURE WILL HELP RE-CREATE RETIREMENT

FINDING NEW PURPOSE FOR THE SECOND HALF OF LIFE

CHAPTER ELEVEN - THE BEST HOPE FOR ORGANIZATIONS OF THE FUTURE

NEW ORGANIZATIONS WITH NEW ATTITUDES TOWARD CREATING, CONNECTING, AND GIVING BACK

A NEW SENSE OF SOCIAL RESPONSIBILITY

FAILURES IN TAKING CARE OF COMMUNITY, PEOPLE, VALUES: A RESPONSIBILITY GAP

BACK TO THE FUTURE: IT ’S ABOUT RESPONSIBILITY, STUPID!

CHAPTER TWELVE - REFRAMING ETHICS, SPIRIT, AND SOUL

SOUL AND SPIRIT IN ORGANIZATIONS

THE FACTORY: EXCELLENCE AND AUTHORSHIP

THE FAMILY: CARING AND LOVE

THE JUNGLE: JUSTICE AND POWER

THE TEMPLE: FAITH AND SIGNIFICANCE

CONCLUSION

CHAPTER THIRTEEN - ENVIRONMENT DRIVES BEHAVIOR AND EXPECTATIONS

FINDING A WAY OUT OF POVERTY

CHANGING THE FUTURE OF VOCATIONAL EDUCATION

REDEFINING AT-RISK STUDENTS AS ASSETS, NOT LIABILITIES

HELPING THE MOST DISADVANTAGED IN OUR SOCIETY

OTHER CITIES IN THE UNITED STATES AND AROUND THE WORLD ARE ADAPTING OUR MODEL

HOW OTHER ORGANIZATIONS OF THE FUTURE CAN LEARN FROM WHAT WE DO

CONCLUSION

PART THREE - DESIGNING THE ORGANIZATION OF THE FUTURE

CHAPTER FOURTEEN - DYNAMIC ORGANIZATIONS FOR AN ENTREPRENEURIAL AGE

SOCIOECONOMIC SHIFTS

THE TALENT BATTLE FRONT

EMERGING TRENDS

CONCLUSION

CHAPTER FIFTEEN - MULTIDIMENSIONAL, MULTINATIONAL ORGANIZATIONS OF THE FUTURE

THE TRADITIONAL MULTIBUSINESS MULTINATIONAL ORGANIZATION

A DIFFERENT STRUCTURE: THE MULTIDIMENSIONAL ORGANIZATION

USING THE STAR MODEL TO ALIGN KEY ELEMENTS IN ANY ORGANIZATION

THE MULTIDIMENSIONAL ORGANIZATION OF THE FUTURE

CHAPTER SIXTEEN - DESIGNING ORGANIZATIONS THAT ARE BUILT TO CHANGE

THE STABILITY ASSUMPTION

THE BUILT-TO-CHANGE APPROACH

THE BUILT-TO-CHANGE ORGANIZATION

CHAPTER SEVENTEEN - REFOUNDING A MOVEMENT

CULTURE VERSUS STRATEGY: CULTURE WILL WIN EVERY TIME

HOW OUR ORGANIZATION HAS EVOLVED—AND THE CHALLENGES WE FACED

A CLEAR VISION OF OUR MISSION FOR THE FUTURE

THE COURAGE TO FACE FACTS

DRIVEN BY A NEW STRATEGY

ESTABLISHING “GAP TEAMS” TO BRIDGE THE OLD AND NEW

RESTRUCTURING THE ORGANIZATION

REAFFIRMING OUR ROLE IN SOCIETY

MAKING CHANGE A CONSTANT

CHAPTER EIGHTEEN - THREE CHALLENGES FACING NONPROFITS OF THE FUTURE

PEOPLE: FINDING THE NEXT GENERATION OF LEADERS

FUNDING: CREATIVE CONCEPTS

STRATEGY: COORDINATING RESOURCES

A PLAN FOR THE FUTURE

TOWARD GLOBAL UNDERSTANDING

CHAPTER NINETEEN - PIONEERING THE COLLEGE OF THE FUTURE

HOW HIGHER EDUCATION IS STRUCTURED TODAY—AND WHY IT NEEDS TO CHANGE

FORWARD-MOVING FUNCTION: CROSS-STITCHING THE MISSION AMONG ADMINISTRATORS, ...

FORWARD-MOVING FORM: CREATING NIMBLE CONNECTIONS

FORWARD-MOVING FUNDING: PRIMING THE PUMP

MOVING FROM HERE TO THERE

PART FOUR - WORKING TOGETHER

CHAPTER TWENTY - THE ORGANIZATION OF THE FUTURE WILL FOSTER AN INCLUSIVE ENVIRONMENT

WOULD YOU BE REELECTED TO YOUR POSITION?

DOCUMENT, TEACH, ROLE-MODEL

THE SECRET OF GREAT ORGANIZATIONS

YOU ARE A MANAGER, A LEADER, AND AN ENVIRONMENTALIST

TEN WAYS TO FOSTER AN INCLUSIVE ENVIRONMENT

GET STARTED NOW

CHAPTER TWENTY-ONE - THE LEADER AS SUBCULTURE MANAGER

ALIGNING SUBCULTURES AT GENERAL FOODS

WARRING SUBCULTURES AT OTHER COMPANIES

THREE CRITICAL TYPES OF SUBCULTURE

SUBCULTURE DYNAMICS

BUILDING SUBCULTURE ALIGNMENT

CHAPTER TWENTY-TWO - THE NEW HIGH-PERFORMANCE, HORIZONTAL ORGANIZATION

DEVELOPING AND DRIVING THE HORIZONTAL VISION

THE HIGH-PERFORMANCE TEAM: HALLMARK OF THE HORIZONTAL ORGANIZATION

A NEW KIND OF LEADER

A NEW KIND OF TEAM PLAYER

ALIGNMENT: THE KEY TO HIGH PERFORMANCE

FROM A HIGH-PERFORMANCE TEAM TO A HIGH-PERFORMANCE ORGANIZATION

END THOUGHT

PART FIVE - LEADERSHIP

CHAPTER TWENTY-THREE - THE LEADERSHIP BLUEPRINT TO ACHIEVE EXPONENTIAL GROWTH

BACK TO THE FUTURE: BILL GATES DIDN’T BUILD MICROSOFT WITHOUT HELP

THE IMPORTANCE OF DYNAMIC DUOS

THIS DYNAMIC DUO CURES YOUR PAIN

THE DYNAMICS OF TEAMWORK

FINDING YOUR OTHER HALF IS A LIFE-CHANGING DECISION

THE ONE VOICE OF THE HEART AND THE HAMMER

WHY AREN’T THERE MORE DYNAMIC DUOS?

THE BOTTOM LINE

THE 7 ESSENTIALS OF BLUEPRINT COMPANIES

CHAPTER TWENTY-FOUR - LEADERSHIP JUDGMENT

LEADERSHIP IS A DYNAMIC PROCESS

IT’S WHAT HAPPENS THAT COUNTS

A JUDGMENT STORYLINE

STARTING WITH YOUR TEACHABLE POINT OF VIEW

JUDGMENT BUILT ON DEEP KNOWLEDGE

DEVELOPING JUDGMENT

CHAPTER TWENTY-FIVE - THE LEADER OF THE FUTURE

LEADERSHIP HAS NOT CHANGED

FUTURE CONDITIONS AND CHALLENGES

TODAY’S LEADER NEEDS TO PREPARE FOR THE FUTURE

THE RIGHT WAY FOR LEADERS OF THE FUTURE TO LEAD

HOW TO INFLUENCE WITHOUT GIVING DIRECT ORDERS

WHAT TO DO WHEN A TACTIC FAILS

CONCLUSION: DEFINING THE LEADERSHIP OF THE FUTURE

CHAPTER TWENTY-SIX - LEADERSHIP BY PERPETUAL PRACTICE

NEW REALITIES OF LEADERSHIP PRACTICE

CRITICAL SKILLS FOR LEADERS IN ORGANIZATIONS OF THE FUTURE

FIVE DISTINCTIVE QUALITIES OF LEADERSHIP FOR ORGANIZATIONS OF THE FUTURE

LEADING THE WAY FOR AN ORGANIZATION OF THE FUTURE

INDEX

Other Publications from the Leader to Leader Institute

The Five Most Important Questions You Will Ever Ask About Your Organization, Peter F.

Drucker with contributions from Jim Collins, Philip Kotler, Jim Kouzes, Judith Rodin, V. Kasturi Rangan, and Frances Hesselbein

Leader to Leader 2: Enduring Insights on Leadership from the Leader to Leader Institute’s Award-Winning Journal, Frances Hesselbein and Alan Shrader, Editors

In Extremis Leadership, Thomas A. Kolditz

The Leader of the Future 2, Frances Hesselbein and Marshall Goldsmith, Editors

Leadership Lessons from West Point, Major Doug Crandall, Editor

Leading Organizational Learning: Harnessing the Power of Knowledge, MarshallGoldsmith, Howard Morgan, Alexander J. Ogg

Be*Know*Do: Leadership the Army Way, Frances Hesselbein, General Eric K. Shinseki, Editors

Hesselbein on Leadership, Frances Hesselbein

Peter F. Drucker: An Intellectual Journey (video), Leader to Leader Institute

The Collaboration Challenge, James E. Austin

Meeting the Collaboration Challenge Workbook, The Drucker Foundation

On Leading Change: A Leader to Leader Guide, Frances Hesselbein, Rob Johnston, Editors

On High Performance Organizations: A Leader to Leader Guide, Frances Hesselbein, RobJohnston, Editors

On Creativity, Innovation, and Renewal: A Leader to Leader Guide, Frances Hesselbein, Rob Johnston, Editors

On Mission and Leadership: A Leader to Leader Guide, Frances Hesselbein, Rob Johnston, Editors

Leading for Innovation, Frances Hesselbein, Marshall Goldsmith, Iain Somerville, Editors

Leading in a Time of Change (video), Peter F. Drucker, Peter M. Senge, Frances Hesselbein

Leading in a Time of Change Viewer’s Workbook, Peter F. Drucker, Peter M. Senge, Frances Hesselbein

Leading Beyond the Walls, Frances Hesselbein, Marshall Goldsmith, Iain Somerville, Editors

The Organization of the Future, Frances Hesselbein, Marshall Goldsmith, Richard Beckhard, Editors

The Community of the Future, Frances Hesselbein, Marshall Goldsmith, Richard Beckhard, Richard F. Schubert, Editors

Leader to Leader: Enduring Insights on Leadership from the Drucker Foundation, Frances Hesselbein, Paul Cohen, Editors

The Drucker Foundation Self-Assessment Tool: Participant Workbook, Peter F. Drucker

The Drucker Foundation Self-Assessment Tool Process Guide, Gary J. Stern

Excellence in Nonprofit Leadership (video), Featuring Peter F. Drucker, Max De Pree, Frances Hesselbein, Michele Hunt; Moderated by Richard F. Schubert

Excellence in Nonprofit Leadership Workbook and Facilitator’s Guide, Peter F. DruckerFoundation for Nonprofit Management

Lessons in Leadership (video), Peter F. Drucker

Lessons in Leadership Workbook and Facilitator’s Guide, Peter F. Drucker

The Leader of the Future, Frances Hesselbein, Marshall Goldsmith, Richard Beckhard, Editors

Copyright © 2009 by Leader to Leader Institute. All rights reserved. www.leadertoleader.org

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Library of Congress Cataloging-in-Publication Data

p. cm.—(Leader to Leader Institute series)

Includes index.

eISBN : 978-0-470-52552-4

1. Organizational change. 2. Organizational effectiveness. 3. Industrial organization. 4. Management. I. Hesselbein, Frances. II. Goldsmith, Marshall. III. Leader to Leader Institute.

HD58.8.O72842 2009

658.4’06—dc22 2008041913

658.4’06—dc22 2008041913

HB Printing

About the Leader to Leader Institute

Established in 1990 as the Peter F. Drucker Foundation for Nonprofit Management, the Leader to Leader Institute furthers its mission—to strengthen the leadership of the social sector—by providing social sector leaders with essential leadership wisdom, inspiration, and resources to lead for innovation and to build vibrant social sector organizations. It is this essential social sector, in collaboration with its partners in the private and public sectors, that changes lives and builds a society of healthy children, strong families, good schools, decent housing, safe neighborhoods, and work that dignifies, all embraced by the diverse, inclusive, cohesive community that cares about all its people.

The Leader to Leader Institute provides innovative and relevant resources, products, and experiences that enable leaders of the future to address emerging opportunities and challenges. With the goal of leading social sector organizations toward excellence in performance, the Institute has brought together more than four hundred great thought leaders to publish twenty-three books available in twenty-eight languages, and the quarterly journal, Leader to Leader. This Apex Award-winning journal is the essential leadership resource for leaders in business, government, and the social sectors—leaders of the future.

The Leader to Leader Institute engages social sector leaders in partnerships across the sectors that provide new and significant opportunities for learning and growth. It coordinates unique, high-level summits for leaders from all three sectors and collaborates on workshops and conferences for social sector leaders on leadership, self-assessment, and cross-sector partnerships.

Building on its legacy of innovation, the Leader to Leader Institute explores new approaches to strengthen the leadership of the social sector. With sources of talent and inspiration that range from the local community development corporation to the U.S. Army to the corporate boardroom, the Institute helps social sector organizations identify new leaders and new ways of managing that embrace change and abandon the practices of yesterday that no longer achieve results today.

PREFACE

Frances Hesselbein

Peter Drucker said, “I never predict. I simply look out the window and see what is visible but not yet seen.” And in the mid-1990s, the Leader to Leader Institute, then the Peter Drucker Foundation for Nonprofit Management, looked at leaders and organizations and the massive change, the challenges, and the opportunities of that last decade of the twentieth century and published three books: The Leader of the Future, The Organization of the Future, and The Community of the Future. Great thought leaders contributed chapters to this trio of remarkable resources for leaders of organizations and communities around the world, with global impact, in twenty-seven languages. The chapters in all three “future” books were a gift of the authors to our readers.

Sometime in the late 1990s, Peter Drucker wrote, “The next ten years will be a period of great political turmoil in many parts of the world, including the United States.” We were in a lovely bubble at the end of that decade, and some viewed Peter’s prescience as pessimism.” Then came September 11, and that world is gone forever.

It’s a new decade, with leaders, organizations, and society facing massive change and a future yet to be defined. It’s time for a new, powerful, relevant, just-for-our-turbulent-times response, by the people of Leader to Leader Institute and the great thought leaders, who are part of this family tradition. A new decade calls. We respond.

In 2006, The Leader of the Future 2 was published, with authors responding to our very different times with questions, challenges, observations, and prescriptions—the intellectual ferment of great authors, thinkers, and leaders responding once again to a difficult world and describing the future, how leaders will make it their own, in their own way, in their own times.

The Organization of the Future 2 is eagerly awaited by emerging leaders, the great leaders in organizations across all three sectors in the United States and around the world—leaders determined that, indeed, theirs will be the organization of the future. We are grateful for the vision, the wisdom, the generosity of all the authors of this new guidebook to the future.

Our authors “looked out the window,” and what they saw is their gift to you, our readers, and to all those whose lives will be touched when they pick up this book, turn the pages, and find a new world. They will join you in moving forward to build the organization of the future that our societies require and deserve.

We are profoundly grateful to all our contributors, whose only recompense for their contributions is the opportunity to serve you. We express our appreciation to our coeditor Marshall Goldsmith, whose passion for the task, his vision and energy, help make this volume possible. Our gratitude goes to Jesse Wiley, Ruth Mills, and Jahkedda Akbar, who all contributed to this volume in many different ways.

We are grateful to you, our readers and supporters who cheer us on. We hope we have met your expectations with The Organization of the Future 2.

INTRODUCTION

Marshall Goldsmith

It has been more than twelve years since the Peter Drucker Foundation published The Organization of the Future. Although some elements of organization have remained the same, many have changed. In assembling The Organization of the Future 2, we have had the privilege of working with an amazing and diverse array of authors. In reviewing all the chapters, I am pleased that the thoughts of these distinguished experts are so different—yet so complementary!

This introduction provides a brief overview of each chapter. Although some readers like to “begin at the beginning and end at the end,” others would prefer to skip around and begin with chapters that address their specific areas of interest. Either approach will work with this book!

The Organization of the Future 2 begins, as it should, with the first step that precedes the achievement of results: setting direction. Part One, “Strategy and Vision: Setting the Direction of the Organization of the Future,” describes how tomorrow’s organizations can chart the path toward growth and prosperity in rapidly changing times. Chapters with creative case studies show how organizations can—and have—gone well beyond “Strategy 101” in planning for the new world.

What better author to begin our journey than Jim Champy, who is widely recognized as one of the world’s top authorities on strategy? Jim’s chapter shares wonderful case studies of “creative guerrillas who thrive by outsmarting complacent companies in industries that run on tired ideas.” He points out that “those who fail to adapt face extinction in a much shorter time frame than ever before,” and he encourages organizations to look beyond the standard operating procedures in their industries—and to learn from other industries in completely different fields.

Dave Ulrich and Norm Smallwood are thought leaders in the area of leveraging human resources to create tomorrow’s organizations. They are not only noted authors but also skilled practitioners who have worked with many of the world’s major organizations. In Chapter Two, Dave and Norm point out that the organization of the future exists today when leaders shift their focus from “the organization in terms of its structure” to “the organization as a set of capabilities needed to execute the strategy.”

Jim Kouzes and Barry Posner are the coauthors of The Leadership Challenge, which is not only one of the best-selling books about leadership ever written but also one of the most practical and useful. In Chapter Three, Jim and Barry share research from thousands of leadership survey respondents, research which shows that creating an exciting vision for the future is vitally important—and that leaders aren’t doing it very well! They show how encouraging input from key stakeholders is critical for creating a shared vision because “It’s not the leader’s vision; it’s the people’s vision that matters most.”

Srikumar Rao is the developer and instructor of Creativity and Personal Mastery—one of the most popular courses ever taught in three of the world’s leading graduate business schools. Srikumar has had the opportunity to review more than a thousand essays in which his students—the future leaders of major organizations—describe what they are looking for from their potential employers, and Chapter Four shares this valuable information.

James O’Toole is one of the most noted professors and authors on organizational management. His Chapter Five argues that the race to the bottom, whereby American companies increasingly lower costs and outsource labor, is not the only path (or often the best path) to long-term corporate success.

In today’s faced-paced, highly competitive world, there is the widespread desire for the quick fix or the easy answer. Chapter Six explains why “spot management”—attempting to fix immediate problems with short-term solutions—doesn’t work. Paul Borawski, the chief strategic officer of the American Society for Quality, and Maryann Brennan, professor, consultant, and Baldrige National Quality Award judge, describe organizations that connect strong values with a systems approach to quality, in ways that deliver great products and services, top customer satisfaction, and long-term profitability for shareholders.

Part Two, “Organizational Culture: Values, Emotions, Hope, Ethics, Spirit, and Behavior,” provides amazing examples of how organizations from completely different industries have created cultures that are transforming their employees and their communities. The authors in this part of the book challenge leaders to make a positive difference in creating organizational culture—and point out the consequences to individuals and to society when they don’t.

Tom Moran is greatly respected as both the CEO of Mutual of America and a leader who has made a huge global difference through his support of the social sector. Chapter Seven illustrates how making employees know they are important—and focusing on training and diversity—can be combined to create a workplace that enables employees to achieve their dreams. Tom also shows how an organization can promote giving back to society in a way that builds employee pride while also making our world a better place.

Charles Handy is a writer, broadcaster, and master teacher. His unique ability to combine great wit and incredible insight has made him one of the most admired management thinkers in history. Chapter Eight deals with such “big questions” as Can capitalism evolve to make a more positive difference for society? Charles challenges leaders to move beyond just being driven by “financiers”—to provide meaning and reward both for the employees, who are providing knowledge and skills, and for the larger society, which is allowing the corporation to exist.

In Chapter Nine, Jon R. Katzenbach and Zia Khan provide a refreshingly different prescription for the organization of the future. Jon is a former McKinsey director, senior partner in Katzenbach Partners, and one of the world’s most admired organization consultants. Zia is an expert on the informal organization—and how it can make a difference in long-term corporate success. Jon and Zia give compelling examples of how major companies have realized that “soft” variables, such as pride and commitment, can make all the difference in creating positive, lasting organizational change.

The Western world is undergoing a demographic revolution: by 2030, 80 percent of the U.S. workforce will be over fifty years old. Richard J. Leider is one of the world’s most respected career and executive coaches and a leading spokesperson for positive aging issues. In Chapter Ten, Richard discusses how mature workers can make major contributions to the organizations of the future. He provides a road map that can help “new elders” experience living on purpose—instead of retiring in the traditional way.

Ira A. Jackson is the dean of Claremont University’s Peter F. Drucker and Masatoshi Ito Graduate School of Management. In Chapter Eleven, Ira views today’s world through the eyes of Peter Drucker, looking first at societal trends that Peter would approve of, such as the huge growth in the social sector and nonprofit organizations and organizations that are “doing good while doing well.” Ira also challenges leaders to help create what Peter Drucker envisioned—“a functioning society: one that is well managed, well led, and respectful of the need for innovation and strength and accountability in each of its sectors, public, private, and philanthropic.”

Lee G. Bolman and Terrence E. Deal are two of the most respected teachers and authors in the field of organizational behavior. Chapter Twelve offers a thoughtful analysis of how organizations can help provide meaning and value to human existence. Lee and Terry break the mold by pointing out that organizational leaders can also be spiritual leaders who “offer the gift of significance, rooted in confidence that the work is precious, that devotion and loyalty to a beloved institution can offer hard-to-emulate intangible rewards.”

Chapter Thirteen is an inspiring chapter that shows how dedicated leaders can build organizations that create meaning and beauty from the depths of despair. Bill Strickland is the CEO of Manchester Bidwell Corporation (MBC) and a MacArthur Fellowship recipient for leadership and ingenuity in the arts. Regina Cronin is a freelance writer and friend of the MBC family. Bill and Regina describe how MBC has helped its underprivileged clients achieve fantastic success where other community organizations (some with much more funding) have failed. How? By creating an environment that produces pride—and communicates dignity—for all its members and clients.

Part Three, “Designing the Organization of the Future,” offers varied and diverse views on the organization of the future—ranging from entrepreneurial organizations to large corporations, nonprofits, and colleges.

The organization of the future will have to change—to meet our changing times. Christopher Gergen and Gregg Vanourek are among today’s leading authors, thinkers, and practitioners in the field of entrepreneurship. In Chapter Fourteen, they point out how five socioeconomic shifts have converged to create a “perfect storm” that will lead to the creation of more entrepreneurial organizations, and they share a variety of creative organizational strategies to illustrate these shifts.

Jay R. Galbraith is widely considered to be the world’s authority on organization design: a noted author and practitioner, he has been on the forefront of changing the way that organizations are structured. In Chapter Fifteen, Jay describes the evolution of organizational design from the two-dimensional model of the 1920s to the multidimensional model that will be needed in the future, using Procter & Gamble and IBM as examples of organizations that recognize the true complexity of their businesses—and that have adapted and thrived by creating multidimensional organizational structures.

Edward E. Lawler III is a world authority on developing human resource practices, such as performance management systems and compensation; he and Chris Worley are colleagues at the USC Center for Effective Organizations. In Chapter Sixteen, they provide a compelling case as to why the organizational designs of the past—which focused on stability—won’t work in the future. They then offer practical suggestions on how to create a “built to change” organization that will have the flexibility required to thrive in a world where the only certainty is change.

Although dramatic change can be easy to discuss eloquently, it is hard to execute! Kathy Cloninger is the CEO of the Girl Scouts of the USA, and in Chapter Seventeen, she describes how she is currently leading a dramatic transformation in an important national institution that has experienced a series of ups and downs. With refreshing honesty, humility, and candor, she describes the challenges that she is facing and her plans for an exciting new future. Kathy provides a real-world example of organization change that can benefit leaders from any organization.

Chapter Eighteen, by Roxanne Spillett, CEO of the Boys & Girls Clubs of America, provides a road map for leaders in the nonprofit sector. (There are over one million nonprofit organizations in the United States alone!) Roxanne discusses people, funding, and strategy at a broad level, and then goes on to share some of the great successes that she has had in her leadership role—including a fascinating partnership with Bill Gates and Microsoft.

In Chapter Nineteen, Darlyne Bailey, dean of the College of Education and assistant to the president at the University of Minnesota, writes boldly about the college of the future. She issues a clear challenge to the status quo: “all our talk in education about setting ‘world-class standards,’ establishing ‘globalized curricula,’ and creating organizations that will thrive in our ‘knowledge economy’ is unfortunately becoming more rhetoric than reality.” Darlyne then goes on to show how higher education is structured today, why it needs to change, and how she thinks it can.

Part Four, “Working Together,” offers three different yet highly complementary views on inclusion, integration, and horizontal organization. Each author provides examples of how the old top-down, hierarchical structure is being replaced by more fluid and horizontal organizations and teams.

Lee Cockerell recently retired as executive vice president of Walt Disney World, where he was credited with developing and implementing Disney’s “Great Leader Strategies.” In Chapter Twenty, Lee shares his learning from years at Disney and outlines ten ways to foster an inclusive work environment. He points out how any organization can learn from Disney and create not only a great employee experience but also a great customer experience.

Edgar H. Schein is an icon in the field of organizational culture: he has taught at MIT’s Sloan School of Management since 1956. In Chapter Twenty-One, Ed takes the concept of organizational culture to another level: most major organizations have very different subcultures, and effective managers need to integrate these subcultures to execute coherent corporate actions. He uses illustrations from several of the world’s leading corporations (General Foods, Kaiser Permanente, HP, and more), and he describes how managers cannot order subculture alignment, but can help build subculture alignment.

Chapter Twenty-Two does a fantastic job of combining the “soft side” of team building with the “hard side” of achieving business results. Howard M. Guttman, noted author and expert on team building, declares that although the traditional hierarchical business model has worked well since the Industrial Revolution, it “is quickly becoming something of a dinosaur.” He shows how several real-world executives have built a “radically different organization that is horizontal in structure, redefines the nature of leadership, and is driven by high-performance teams that are aligned, accountable, and focused on achieving an ever-higher measure of results.”

Part Five, “Leadership,” is the final section of the book and is focused on the leaders of the organizations of the future—and how they can make a critical difference in the success of their enterprises. Our authors cover the gamut of leadership thinking from historical leaders in Persia to duos running hypergrowth companies.

David G. Thomson is a best-selling author and researcher who (while with McKinsey & Company) launched a multiyear study to identify the success patterns of America’s highest-growth companies. In Chapter Twenty-Three, David discusses the key factors that led to these companies’ ultimate growth and success, including how “dynamic duos”—that is, leadership teams—can reinforce each other and build positive relationships both inside and outside the company. David also shares his “7 Essentials of Blueprint Companies” that helped lead to exponential growth.

Chapter Twenty-Four describes three phases in a leader’s judgment process. Noel M. Tichy is one of the business world’s top executive educators, professors, and authors, and Christopher DeRose is a top researcher and expert on organizational change. Noel and Chris describe how leaders can build the deep knowledge that they need and develop outstanding judgment. They share their extensive experience with major corporations in showing how judgment can lead either to the massive success or massive failure of an organization.

William A. Cohen is the president of the Institute of Leader Arts; in 1979, he was Peter Drucker’s first executive PhD graduate—and he continued a relationship with Peter that lasted over three decades. In Chapter Twenty-Five, Bill builds on Peter’s work to describe how leadership has remained a constant over time, how leadership has changed, and how leadership will change in the future. Bill describes the global and competitive challenges facing the leader of the future—and points out by explaining why “carrot and stick” leadership (by itself) will definitely not be sufficient for motivating the employees of the future.

Debbe Kennedy was a distinguished leader at IBM and is now an author and consultant specializing in leadership development. In Chapter Twenty-Six, Debbe begins by emphasizing the importance of practice—and learning through doing. She provides sound advice on how to turn experience into learning, and she shares five distinctive qualities of leadership for the organization of the future: making diversity an organizational priority, getting to know people and their differences, enabling rich communication, holding personal responsibility as a core value, and establishing mutualism as the final arbiter.

My final suggestion for you, our readers, is not only to think about what you have read but also to do what Debbe suggests: practice, practice, practice and apply what you have read. The messages contained in this book can help you in your efforts to create organizations that improve the lives of all their stakeholders, while at the same time making our world a better place.

PART ONE

STRATEGY AND VISION

Setting the Direction of the Organization of the Future

The six chapters that open this book cover a broad cross section of topics related to the direction that organizations should take in order to succeed in the future. Strategy guru Jim Champy shows how organizations of the future need to “change or die,” and they can change by seeing new ways of doing things that their rivals have missed. He cites three companies as fascinating illustrations of this idea: for example, who would think that ER medicine could learn anything from the Jiffy Lube approach to servicing a car? Read Chapter One, and you’ll find out!

Leadership consultants Dave Ulrich and Norm Smallwood describe five qualities that organizations of the future need to have. These have little to do with the structure of an organization (that is, the traditional “roles, rules, and routines”); instead, organizations of the future need to focus on their capabilities: their leadership, their agility, the talent of their employees, their relationships with stakeholders, and the strategic unity regarding their future goals and direction.

Leadership experts James M. Kouzes and Barry Z. Posner have surveyed thousands of people on what qualities their leaders should have, and “being forward-looking” ranks at number two. Unfortunately, Kouzes and Posner also found that “today’s leaders stink at it.” Fortunately, their chapter describes some of the reasons why, and they offer great ideas on how to overcome this challenge.

Business professor Srikumar S. Rao has surveyed more than a thousand of his students to ascertain what the “ideal job” is and what they seek in the organizations they work for. His chapter provides intriguing insight into what makes organizations great and successful—and it’s not just about the bottom line. There are “good profits” and “bad profits,” so an organization’s success comes from its relationships with and attitudes toward its employees, customers, suppliers, and shareholders.

Business ethics professor James O’Toole focuses his chapter on organizations that pay lip service to their employees but then outsource jobs, cut employee benefits, and replace permanent employees with contract workers. O’Toole contrasts these companies, which claim that these tactics are necessary for keeping costs low and competing globally, with what he calls “high-involvement” companies, whose strategy is to treat their employees fabulously—and make money doing it.

Quality experts Paul Borawski and Maryann Brennan have seen too many companies focus on “spot management,” trying to apply a quick fix to solve problems immediately, without considering any longer-term implications. They cite examples of Baldrige National Quality Award winners who have fought that tendency—including Ritz-Carlton Hotels, Boeing, a regional fast-food restaurant chain, a health care facility, and many others. These organizations have banished the “factory” approach to running their businesses in favor of a holistic approach that enables them to work better and be more successful. That’s a vision worth pursuing.

CHAPTER ONE

OUTSMART YOUR RIVALS BY SEEING WHAT OTHERS DON’ T

Jim Champy

Jim Champy is chairman of Perot Systems Corporation’s consulting practice and head of strategy for the company. His latest book is Outsmart! How to Do What Your Competitors Can’t. Champy is also the author of the three-million-copy international best-seller Reengineering the Corporation: A Manifesto for Business Revolution, as well as Reengineering Management, X-Engineering the Corporation, The Arc of Ambition, and Fast Forward. He contributes regularly to leading publications and is in high demand as a speaker around the world. Champy earned a BS and MS degree in civil engineering from MIT, as well as a JD from Boston College Law School. He lives in Boston, Massachusetts.

Seeing what others don’t. It’s a neat trick if you can pull it off. The companies I describe in my book Outsmart! have done just that by focusing on societal trends and unmet needs. And by sharpening their vision, they have achieved phenomenal growth rates and blown past competitors in a time of uncommonly rapid economic upheaval. They are literally changing the way business is done. Among this new breed of eagle-eyed entrepreneurs is MinuteClinic.

MINUTECLINIC SOLVES EVERYDAY HEALTH CARE PROBLEMS IN A NEW WAY

For entrepreneur Rick Krieger, the flash of insight followed an exasperating hospital emergency room experience one winter weekend in Minneapolis. His expanded view led him to conceive of the idea that became MinuteClinic, now a subsidiary of CVS Caremark following its $170 million acquisition in 2006. It’s one of the companies featured in my new book, Outsmart!

After spending two hours waiting to find out if his son’s sore throat was strep, which would require an antibiotic (and it wasn’t strep), Krieger began thinking way outside the hospital. Why in this world of harried and hurried families wasn’t there a quick and convenient way to get treatment for common medical problems like sinus infections, strep throats, and allergy flare-ups? Krieger’s questioning of seemingly sacrosanct medical procedure—and his and his associates’ willingness to buck the medical profession by applying retail practices to health care—spawned what is now a squadron of highly trained nurse-practitioners treating a range of ailments from kiosks located in scores of retail stores.

Why do the Rick Kriegers of this world spot opportunities where others see only obstacles? The answer begins with the human penchant for living in a bubble—an airtight cocoon of assumptions, beliefs, or worldviews. The exciting thing about business bubbles is that they invite inventive minds to insert pins.

MinuteClinic’s original creators and veteran marketer Mike Howe are bubble bursters: their customer-centric ideas about responding to complaints helped expand the retail treatment concept into a national operation that serves half a million consumers annually. They are creative guerrillas who thrive by outsmarting complacent companies in industries that run on tired ideas. They see what others can’t, and they act on what they see by applying proven practices from other fields that everyone else dismisses as irrelevant.

In MinuteClinic’s case, the notion that you don’t need a physician or a hospital emergency room to treat many common ailments sounds more like common sense than a revolutionary idea. In fact, the model owes a lot to Jiffy Lube’s insight that you don’t need a fully trained mechanic to change the oil in your car. But until Krieger came along, no one would have dared to suggest that health care could learn a thing or two from the car maintenance business. And with the addition of Howe’s superb marketing acumen, a second bubble—the one that encapsulates medical providers and so often makes them oblivious to customer needs—collapsed with a loud pop as MinuteClinic personnel began focusing on how they delivered health care.

The success enjoyed by MinuteClinic presents not a business anomaly but, rather, a lesson for leaders in how to compete in today’s ever-changing global economy. Like the founders of MinuteClinic, you must look beyond the parameters of standard operating procedure in your industry to see what you can borrow from the Jiffy Lubes of this world as they capture similar opportunities within their areas of expertise.

CHANGE OR DIE: GOOD ADVICE FOR ORGANIZATIONS OF THE FUTURE

MinuteClinic exemplifies the creative strategies that smart organizations are using to compete in a time of unparalleled change. Change, of course, is nothing new. It is one of life’s givens. But today, those who fail to adapt face extinction in a much shorter time frame than ever before. “Change or die,” as the saying goes—and to judge from the 157 million entries dredged up by a Google search of that phrase, no one from diet counselors to partisan political pundits doesn’t believe it. But nowhere is change more rampant and potentially deadly than in the twenty-first-century, globalized business environment. Leaders are grappling with mind-boggling upheaval, and they’re scrambling for every advantage against competitors that, just yesterday, were considered moribund and economically backward. Just a few short years ago, who would have named Brazil, China, India, and Russia as among the brightest stars in today’s economic firmament? Yet in recent years, the so-called advanced economies have struggled to keep up with the astonishing rise of these economic powerhouses.

There is certain danger in this hypercompetitive world, but there is also a degree of excitement that is hard to quantify, as opportunity like that discovered by Rick Krieger and MinuteClinic shows itself in unlikely places. Innovation and expansion opportunities abound for leaders who know where to look and how to coax growth out of what they find.

Certainly, there’s no shortage of powerful new business practices designed to hone a company’s competitive edge. Or, as I often like to say, management theory may be stagnant, but there’s plenty that is new and exciting in business practice. Take growth strategy, the linchpin of any successful company. What’s out these days? The pronouncements of men with monogrammed cuffs reigning from secluded aeries. What’s in? The hard-won strategic wisdom borne of in-the-trenches combat.

It’s a trend I salute. In my more than three decades as a consultant and author, I’ve learned a few things, not least among them this simple and pragmatic notion: whatever works is the right thing to do. Moreover, I’m convinced that the very best management ideas come not from observers like me or from the old-style managers whose track records and egos make them resistant to change, but from the people who do the real work inside companies—people who are challenged on a daily basis and who not only survive but thrive in today’s complex, volatile, and demanding global marketplace.

How do I know that this new breed of manager is leading the way today? They have the growth rates to prove it. Put another way, what they are doing works; therefore, what they are doing is right.

Keeping that proposition in mind as I set out to write Outsmart! , I could think of only one place to look for the best, most practical strategies, and that was inside companies whose plans of action have arisen organically in accordance with the opportunities grasped and challenges encountered. Hence, these creative companies are outsmarting and outgrowing their competitors by finding distinctive market positions and sustainable advantages in myriad ways. They are thinking innovatively, simplifying complex problems for customers, and finding ways to tap into the success of others. Better yet, their revenue-producing ideas don’t require hundreds of millions of venture-capital dollars or IPO proceeds to get them airborne, and their strategies can be easily and immediately understood by any business leader.

SONICBIDS.COM FOUND A MUSIC MARKET NO ONE ELSE SAW

Boston-based Sonicbids.com is another new company that is thinking outside the music box. Sonicbids was founded by thirty-five-year-old entrepreneur Panos Panay in 2001; over the four years from 2004 through 2007, the company enjoyed a growth rate approaching 400%.

Panay, a guitarist who never made his mark on stage, became a successful online talent agent by parlaying his knowledge of the music business and his empathy for musicians hungry to connect with promoters into a $10 million enterprise. Taking advantage of new technology to span the world from the confines of his office, Panay now connects 120,000 musician-members with more than ten thousand promoters who have gigs to fill. The individual engagements may be small, but together they add up to a huge market: $2.5 billion annually for wedding bands alone, plus another $11 billion in bookings at small bars, clubs, coffeehouses, festivals, and such. Panay also helps his musician-members prepare electronic press kits that can quickly be placed in the hands of promoters via e-mail.

Panay’s insight enabled him to connect the music industry’s dots, or points of dysfunction. Having worked as a traditional talent agent, he knew it was impossible to listen to every tape and CD and view every video that pours into an agent’s office, meaning that musicians—even great ones—may never get a hearing. And if they do get heard, they may still endure endless waits before they secure a booking. Panay knew that this frayed connection between musicians and their would-be audiences only worsened the struggle for struggling artists. For promoters, the promise of Panay’s service was the help he could give in simplifying the often tedious search for the right artist to fill a gig and, in effect, do it at no cost, because Panay’s fees come from the artist.

Often people who get caught up with a new business model or technology shortchange their customer service, and those who run technology-based businesses are particularly susceptible to this error. They seem to think that technology itself will solve customer problems. But you need only think of those despised customer service centers with no-service people and endless automated transfers to know just how wrong such assumptions are. Panay instinctively understood that an online business lacks the legitimacy that comes with a physical presence, so he insisted on a proactive customer service operation that emphasizes respectful and sympathetic human interaction with both promoters and musicians.

Struck by the disconnects in the music business and realizing that once-separate products and services could be brought together on the Internet, Panay conceived of Sonicbids and developed a whole new business model to profit from his revelations. And thanks to his knack for recognizing a market no one else saw, and then figuring out how to serve it efficiently and profitably, Panay’s upstart now ranks eighty-eighth on Inc. magazine’s list of the top five thousand privately owned businesses in the United States.

With far-reaching vision, Panay is looking to extend his business to other neglected markets. He’s already signed up jugglers and magicians and has had inquiries from actors, models, freelance writers, and even video game companies looking to arrange cheaper and simpler deals with artists by bypassing record labels and publishers.

The lesson for leaders is that opportunities lurk in neglected fields everywhere, and especially in places where people accept dysfunction as the normal way of life. And as Panay’s experience affirms, you don’t need lots of money to find and exploit the opportunities. You need a sharp eye for an unmet need and a willingness to work hard to figure out how best to fill it

You can look in your own industry for the kind of opportunity Panay discovered. Map out the players: your customers, suppliers, business partners, even your competitors. Look at products, services, information, and money flows and determine where the breakdowns occur, where needs are going unmet. And don’t forget to think globally. The Internet allowed a business based in Boston’s South End to span the world. Sonicbids may have only one office, but it is rapidly building itself into a global giant. That’s because Panos Panay never thought of the music industry as a business with borders. He knew that just as people in Turkey are eager to hear American music, musicians from Turkey would be thrilled to play for crowds in Brooklyn, New York, and people in Brooklyn want to hear music from Iceland, Turkey, Russia, or anywhere else on the planet.

VISION ISN’T LIMITED TO UPSTARTS: OLDER ORGANIZATIONS CAN REINVENT THEMSELVES, TOO

About now, you may be thinking that because Sonicbids and MinuteClinic are start-up companies, their smart and smarter strategic moves don’t apply to your older, established business. Not true. The Smith & Wesson Company (S&W) was halfway through its second century—and with a gun to its head—when Michael Golden brought the life-giving elixir of his hard-earned management and marketing expertise into the legendary company’s sickroom. By leveraging the knowledge he had accumulated over twenty years in business at the Kohler Company, Stanley Works, and Black & Decker, he proved that smart strategy knows no age limits. Indeed, seasoned executives can muster extra firepower in the fight to outsmart competitors.