An uncommon common sense approach

Our 5 Core
Un-Management Principles

Our 5 Core
Un-Management Principles

Treat people like adults. Give them the autonomy and flexibility to do their job. Expect them to take responsibility for results and they will.

1

Provide Meaningful Work

  • Keep the big picture in mind to drive all decision making. Focus on what benefits all three: clients, team members and the company.
  • Make a difference, improve lives. It’s not just about making money.
  • Encourage people to bring their full selves, including their sense of humor, to work.
  • Compensate people fairly for their role and their region.
  • Apply the company’s core values in every aspect of work.

2

Create the Conditions for Success

  • Ensure alignment at the team and project level.
    • Clarify expectations. Set clear and measurable goals.
    • Manage projects not people.
    • Use communication systems that put everyone on the same page.
    • Be open and transparent in sharing information about any and all work, limiting access only to personal and other confidential information.
  • Give everyone the training and tools they need to be outrageously successful.
    • Train them in setting priorities.
    • Use time blocking and eliminate multi-tasking or switch-tasking.
    • Provide access to workshops, conferences and or training that can expand their expertise.

3

Focus on Continuous Improvement

  • Question everything
    • Review what’s working weekly, and make sure to do more of it. Then figure out how to do it even better tomorrow.
    • Review what’s not working to identify what to stop doing and what do start doing. What worked yesterday may not work today.
  • Identify systems solutions
    • Celebrate mistakes. Set aside time each week to discuss mistakes and come up with ways to avoid them in the future.
    • Avoid using blame and focus on systems improvements.
    • When a problem is identified, find the root cause, get input from the team and make the system changes to ensure it doesn’t happen again.
    • Expect team members to come up with one new idea to improve the company each week. Review it and instantly approve it if appropriate.
  • Use data to drive decisions
    • Measure everything to hold everyone accountable.
    • Change what’s not working and measure the new strategy.
  • Coach team members to follow their interests and develop new skills and expand their bandwidth within the context of company goals.

4

Minimize Hierarchy

  • Enable team members to think and act like the CEOs for their areas of responsibility.
    • Push decisions down the chain as far as possible.
    • Get rid of hierarchical titles like manager, vice president, etc.
    • Minimize levels within the organization.
  • Allow those who are capable of leading to lead, no matter what their position.
    • Rotate the responsibility of leading meetings so everyone develops leadership and facilitation skills.
  • Focus on teamwork and internal and external collaboration.
  • Use project management and communication tools to keep meetings to a minimum.

5

Provide Autonomy & Expect Responsibility

  • Hire self-motivated people and do everything possible to avoid un-motivating them.
  • Expect people to take 100% responsibility for getting their work done.
  • Trust people to do the right thing for the company.
  • Encourage people to live a balanced life, stay healthy and take advantage of flex time to fit work around exercise, family, friends and fun.
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