Home Concepts The Courageous Leader in a Postmodern Organizational Context

The Courageous Leader in a Postmodern Organizational Context

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Approach One: Command-Based Planning

This first approach is probably the one most common for (in many ways) it involves no formal planning at all. The focus is on the domain of ideas—getting the flash of brilliance that launches a major new product or service line. Typically, the “boss” has an idea and then the rest of his staff scramble to find the information that supports this idea and they re-craft the intentions (mission, vision, values, purposes) of the organization so that these intentions are aligned with this idea. The organization then moves immediately to action (often before the justifying information and intentions are even fully assembled).

While, at first blush, this appears to be an inappropriate approach to strategic planning, it can be very effective if used by a small, family-owned organization or a highly entrepreneurial organization that must be responsive to a volatile market place. Certainly, there have been many instances of spectacular success in the use of this command approach in the high-tech industry, though there have also been many spectacular failures in this industry—one need only look to the failure of many dot.com startup ventures of the 1990s and early years of the 21st Century.

Obviously, one of the strengths of this approach to strategic planning is that it allows for rapid planning processes. In many ways the command approach to strategic planning does away with the distinction between strategic and tactical planning. Command based planning, whether strategic or tactical, tends to be highly contextual: an opportunity opens up and a great idea is formulated to meet an immediate customer need. The organization is “off to the races” with this idea. This approach often leads to many risks, but it also offers the possibility of a few big successes. Rather than being failure-avoidant, this approach is highly success-oriented: “we can make some mistakes, and hopefully learn from these mistakes; however, what is most important is that we have some major successes.” This approach more than any of the other approaches moves a postmodern leader out of freeze and inaction to action.

At a very practical level, this command approach is likely to be most appropriate in an organization that has substantial financial reserves or that has many programs operating that are already highly successful and are likely to product major revenues during the foreseeable future (the so-called “cash cow” of Boston Consulting Group fame). One needs this financial buffer (financial reserves from past successes or venture capital) to overcome the failures; without this buffer the success-oriented approach will be too risky. A couple of big failures will drive out the possibility of even launching a major success.

The primary weakness of the command approach is not just the potential for failure; at an even deeper level, the primary weakness concerns the treatment of information. Employees get in the habit of fashioning the data to meet the perspectives (and biases) of those who are in command—those who are producing the ideas. Once this habit is formed, the organization ceases to be a learning organization; it becomes increasingly vulnerable to repeated failures, especially in a volatile market. It is indeed ironic that the command approach is most likely to be used in an unpredictable world, yet it is also most likely to create organizational habits that block the capacity of those working in this organization to learn how to effectively respond to this unpredictable world.

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