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Top-down authority structures turn employees into bootlickers, breed pointless struggles for political advantage, and discourage dissent.

Gary Hamel

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Gary Hamel
Age: 70
Born: 1954
Born: January 1
Businessman
Businessperson
Economist
Struggle
Pointless
Turns
Struggles
Political
Employees
Employee
Discourage
Structure
Breed
Advantage
Discouraging
Authority
Dissent
Turn
Structures

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In a well-functioning democracy, citizens have the option of voting their political masters out of office. Not so in most companies.
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A titled leader relies heavily on positional power to get things done a natural leader is able to mobilize others without the whip of formal authority.
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In the age of revolution it is not knowledge that produces new wealth, but insight - insight into opportunities for discontinuous innovation. Discovery is the journey insight is the destination. You must become your own seer.
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The real damper on employee engagement is the soggy, cold blanket of centralized authority. In most companies, power cascades downwards from the CEO. Not only are employees disenfranchised from most policy decisions, they lack even the power to rebel against egocentric and tyrannical supervisors.
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Resilience is based on the ability to embrace the extremes -- while no becoming an extremist. ... **Most companies don't do paradox very well.** (emphasis by author) [2002] p.25f
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