His Youtube talk has an interesting title, and he does an effective job of describing the problem. However, I'm not sure I can agree with his six points without significantly more detail. He starts with there being "two pillars of management."
- Hard Management Style:
- Soft Management Style:
- Interpersonal Relationships
He describes the corporate culture that results from these two styles of management, and I really enjoy his description of how each attempts to deal with problems.
With a hard style of management they might deal with a problem between the back office and the front office by creating a middle office. One year later, instead of one problem they now have two problems. A problem exists between the back office and the middle office, and a problem exists between the middle office and the front office. They also have to pay the added expense of the middle office.
Since both styles of management fail to reliably correct problems, he claims that they are OBSOLETE.
His advocates for six "Simple rules for Smart Simplicity."
- Understand what your people do (beyond job description)
- Reinforce integrators (power and interest to make others cooperate. Remove layers to put people closer to this reality)
- Increase total quantity of power. (give more cards to people from game theory)
- Extend the shadow of the future (provide feedback loops)
- Increase reciprocity (remove the buffers)
- Reward those who cooperate (failure to help or to ask for help reduces efficiency)
Transforming from "Hard" and "Soft" to smart simplicity seems like it will take both effort and comittment.