Preventing calcification of the company structure

  1. Dispersed leadership — getting decision-making down to the lowest possible levels within the organisation, obviously with defined accountabilities in place. This not only frees executives to focus on the important, but also empowers employees and gives them a sense of business ownership.
  2. Leadership presence — leadership accessibility, both physically and emotionally, brings realness into relationships, offers hope and engenders feelings of security and stability.
  3. Enabling teams to make process choices — giving teams the possibility of making their own decisions regarding systems and processes that affect their performance and success. Telling teams what to do and how to do it is disempowering.
  4. Employee engagement — listening well and connecting with employees emotionally. Great employees have great ideas, but these need to be heard. Professional distance and relational warmth are not mutually exclusive or on opposite ends of the scale, but should work together to build an inclusive culture.
  5. Fairness — treating all with dignity and respect. This means being firm on performance expectations, but also being compassionate of the human condition.
  6. Being change-inclined — being open to the need for swift change as market conditions dictate and welcoming new technical and digital approaches to achieving one’s goals. Have an eye on the future’s “big picture”, knowing that this, too, will change.
  7. Communication excellence — connect everyone constantly to the organisation’s vision, mission, values, strategic map and goals and recognise wins (however big or small) consistently.



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Jonathan Mills

Jonathan Mills


Jonathan has spent over 30 years focusing his efforts on developing people throughout the world. He believes that people have the most impact when stretched.