The decentralization of the structures and organization Empower Energy

"Any intelligent fool can things more complicated. It takes a touch of genius - and a lot of courage - to enter in the opposite direction." - EF Schumacher, economist of the 20th century French and protectors of nature The evidence is clear and overwhelming. Central and hierarchical organizations to work together on the former Soviet Union. Despite all the evidence, we slam in many variations on themes of centralization. What makes the matter worse, as the leaders of these organizations ineffective announce empowerment, participation, team management, confidence, etc.. They often take at look forward to success. The issue of a part of their organizations, and other parties. Push it hard drive with one foot on the accelerator and press together with other hard on the brakes. To say their words, "You are the power ". Your actions say, "You are the power, first as the agency for approval." These non-functional until the end to go in two directions simultaneously. We stopped once and executive retirement and went home after the group of seven presidents of human resources department and was Corporate Vice President's agreement on whether their values are the centralization or decentralization. The attempt to both coasts was the organization apart. The President could not decide which way they wanted. It 'was finally released, as the frustration and the struggle for increased performance, while the organization has fallen. Most centralistic Don't deceive someone. In their heads they know that to ensure a high level of involvement, participation and autonomy are important for the organization performance. But in their hearts, they implore the order, predictability and control. La's also one of the reasons the strategic planning results in many gaps in the performance of their organizations. C'is a part of his futile search for a general plan, rules, and a sense of order in our arbitrary, unpredictable and rapidly changing world. Our systems strengthening centralized close game. For example, many financial measures show clearly that the consolidation and centralization of services and functions to save money and increase efficiency - at least on paper. That Do not't show that the alienation, abandonment, and lack of ties with clients or for organization, the centralized bureaucracy that often. The energy and passion sapping impact of the destruction efficiency can save hundreds of thousands of dollars. But even accounting systems can't show the hundreds of millions of dollars lost because Lackluster innovation, customer service poor without incident internal and not external partnerships. I'm an extreme (some argue dangerous) decentralist. Since I began my career in management, I've man a high degree of autonomy. I've even small organizations, the ineffectiveness of this decentralization, which the people of the spectacle. Works. Here are some reasons: • Everyone can see and work as part of a whole, the network system, not parts and pieces. • People are trustworthy and responsible, caring, committed and adults - that is, how they behave. • A collection of small independent teams or business units are often more flexible and react to threats and opportunities of the capital beating. • Ownership, commitment, energy and passion are much higher. • All are focused on meeting the needs of customers / partners - not internal red tape's - a necessity. • People have more control over their activities. This replaces the vicious cycle of learned helplessness, with a positive correlation of hope and direction. • bureaucracy works teams. • Feedback loops are much clearer, shorter and closer to customers and markets. Good performance of organizations that are thriving in today's Revolutionary Guard chaotic world and a large number of decentralized structures. You give people control so that people can create their own and the organization's destiny.