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A little over a year ago, we started Management Kits. Our mission remains unchanged: translating management research into innovative business tools and learning designs to support you in solving management challenges while simultaneously building capabilities. 2016 was a continuing process of research, designing, crafting and co-creating with our users, and, above all, learning.
We launched our first kit in 2016, the Organizational Structure Kit, which more than 500 people have already started to test and work with. We also had many valuable work sessions with dedicated professionals, managers, entrepreneurs, and friends. A big thank you to our growing community for your trust, constant inspiration, and valuable insights!
We’re busy working on our website and our communication channels, sharing innovative ideas and select content on our blog and on Twitter, and creating new training offers, like our new Designing Organizations workshop.
But our main work at Management Kits is the research, design, and deployment of our kits for our users. Informed by the priorities and needs of our community, we are focusing on three key questions for management and organizing going forward:
1. Smart organization design: For a long time, organization design has
been the little brother of strategy making – but no longer! Today organizing capabilities are the basis on which to ideate, validate, and execute new strategic directions. If your organization is facing the umpteenth re-org – maneuvering the lines and boxes of over-dimensioned org charts, sticking to hindering hierarchy structures – you know it’s time to really look at the way work gets done.
2. Building agile, self-organizing systems: The pace of ongoing digitalization and the revolution in how we work (#futureofwork) can be overwhelming or even annoying when charged with too many trending management buzzwords. But at the core of this important development is keeping organizations adaptive to changes in their environment. Organizations that will succeed in the future are those that manage to support agile, self-organizing systems, balancing demands for both
reliability and flexibility.
3. Impactful leadership development: Developing organizational leadership capabilities means integrating the interplay of the individual
and the organization – rather than focusing only on individual skills and behaviors, no matter how important they are. In addition, leadership development efforts need to reflect the specific context in which an organization operates and use adequate measures to define success.
We hope you’ll join us on our journey through an eventful new year. We’re always at your service if you’d like to get in touch, talk about the kits, workshops, or new management challenges.