Archaic Management Theory

This morning we had our monthly board meeting. The executive director of the organization is not a member of the board, but I preside over the meeting.

Afterwards, one of the board members, a local executive, came into my office to shoot the breeze. Kerry stuck her head through the doorway, saw Mark and said she’d come back later. I told her to come in. Some executive directors prefer to be the conduit between the organization and the board. I encourage direct contact. It gives them a better sense of each other.

Kerry handed me a file with a brief explanation. She said we could talk about it when I’d had a chance to review it, and left.

“I didn’t know you hired a program development manager.”

“I didn’t. She created this proposal on her own initiative. Probably on her own time.”

“I wish we had employees like that.”

He probably does. Virtually all companies do. They just don’t tap the resource.

I think many manage by task or process, neglecting the human element. You encourage proactive contribution and reward it. You prohibit destructive or lethargic behavior and provide consequences for it. With the exception of sales departments, many companies seem to have a fairly neutral approach, except for extreme examples.

Kerry’s initiative doesn’t surprise me at all. We have monthly “town meetings” for the employees, in which I share the vision and challenges of the organization, and we discuss them. Kerry was attentive from the start of her employment.

After a few months, she came to me with an idea for a project and obtaining a grant to fund it. She said that if I decided to go ahead with it, she’d like to be involved. I asked her if she’d like to lead it.

She implemented the plan, obtained a grant and it was up and running. I thought this called for more than just maybe a lunch and pat on the back. I casually probed some of her cohorts, seeking a clue for a more personalized reward. Kerry had been talking about taking a trip to California, but didn’t have enough vacation time built up to do all she wanted to.

I called her into my office. I gave her two extra days of vacation and our associate director presented her with a framed certificate of appreciation (it augments positive reinforcement to have something tangible).

So, it’s not surprising that she and other performers come up with ways to enhance the organization. Advanced organizational behavior theory? The latest pop management miracle, available on DVD?

Forty years ago, I’m in a city public school, not especially known for management excellence. If you make a contribution to a team, you get presented with a letter for your varsity jacket. If you don’t, you get cut.

Not rocket science.