“It’s not my job!” When silos run workplace dynamics and the “not-my-job” mantra leaves projects disconnected, the likely culprit is the “hierarchy mindset.” For many organizations, a hierarchical structure is a good fit, but the mindset of having to operate out of a little box on an organizational chart, can limit creativity and innovation, starve collaborations, and keep projects from crossing the finish line on time and to the company’s quality standard. Join Kari Granger and Paul Adams as they examine an alternative way of relating to our positions and coordinating actions — no matter how your company is structured.
In This Episode:
00:52 – Introducing today’s topic: How to Replace the Hierarchy Mindset with Accountability Spheres
01:16 – How hierarchical mindsets within an organization can lead to gridlock
02:48 – Kari and Paul look at some ‘pros’ of a hierarchy structure
04:25 – Introducing Spheres of Accountability
05:24 – Kari provides examples of Spheres of Accountability
08:41 – The Venn diagram example
09:43 – Understanding the big picture: how all spheres overlap
12:11 – Paul uses the Leadership Impact podcast as an example of overlapping spheres of accountability
14:08 – How Kari’s team independently manages their spheres of accountability to produce phenomenal leadership programs
15:56 – How breakdowns are addressed in overlapping spheres of accountability
17:37 – Kari shares how her husband seeks out areas of overlap with his role in aerospace safety
19:35 – How a conversation with a financial compliance officer shifted Paul’s mindset
21:36 – The empowering influence of accountability
24:15 – Paul speaks to the importance of understanding shared spheres of accountability
26:18 – Kari urges listeners to use this episode as an initial inquiry
27:19 – Kari maps out how long it takes large organizations to operationalize spheres of accountability as their organizing structure
“If that’s my sphere of accountability, I’m 100% accountable. I accept 100% of the responsibility for taking effective and productive action within that entire sphere (domain) — including the areas of overlap.” – Kari Granger
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LEADERSHIP IMPACT PODCAST
Our work is mosaic art. We read, study, and practice many philosophies, methodologies, and modalities of human performance, to ensure that our approach best serves our clients. We would like to acknowledge all of the thought leaders and organizations, whose ground-breaking work has influenced the Granger Network approach – especially Fernando Flores, Jim Selman, Werner Erhard, Michael C. Jensen, Julio Olalla, Pluralistic Networks, The Newfield Network, Landmark Education and the Strozzi Institute.
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