Traditional paths to visibility and approval can look like an org chart animated in a video game. One climbs and ducks and generally gets knocked down before unlocking the next level.
Organizations that are maintaining innovation, resilience and flexibility are essentially flattening old hierarchies. Don't be constrained by the lines and boxes of the org chart—the danger is that they not only look like individual fiefdoms, they perform that way as well.
Connect your senior leadership directly with middle and front line managers. Educate Gen Y/Millennial managers about how and when to "jump" up two levels to meet directly with leaders, and keep this young but ambitious generation engaged—within the norms of your culture.
Ask baby-boomer managers to "jump" down two levels to participate directly as mentors, coaches and ad hoc project managers. It's important to note that key assignments rooted in valuable learning experiences can often be of more value than promotional ones are. Participating in this way builds Stage 3 (contributing through others) behavior—of which organizations can never have too much.
Beyond the "jump," challenge leaders to utilize traditional and new channels (face-to-face meetings, conference calls, online portals, blogging, etc.) to connect with other teams and activities within the organization.
This is high-velocity knowledge-sharing and it is key to doing more with more.
How are you breaking down barriers in your organization? What has worked? What hasn't?
