Management minimalism - Aditya Yadav

1. *
“Running an Agile Fortune 500 Company”
Aditya Yadav, aditya.yadav@gmail.com
in.linkedin.com/in/adityayadav76

2. * A Typical Global Company
* Fortune 500/1000
* 200 Divisions
* 40 Countries
* 25000 Employees
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3. *
@ Acme Inc.

4. * Original Question “Between a Bossless Office
and Management Bureaucracy isn‟t latter the
better known, proven and less riskier choice?”
* The Correct Question - “Instead of Purist
Idealism should we be considering Pragmatic
Management Minimalism?”
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5. *
And The Philosophy Behind The Answer

6. * Where everything comes to a halt…
* Do we even need a slide on that?
* Guess not! Lets move onto the other extreme…
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7. *

8. * Because we learnt most of our management
from the Army
* And most of our Strategies from War Strategists
* But the Army Chain of Command and Control
has huge downsides when operating on a Global
Scale in especially less than life and death
circumstances
*

9. * Valve Corp – US Video Game Company
* GitHub – US Software Company
* Gore-Tex – Material Manufacturer
* Ideo – International Design and Innovation
Consultancy
*

10. * Autonomy - No one looking over your shoulders, no one monitoring
your work, you decide what‟s best to be done.
* Extremely self-motivated workforce - They know what to do, how to
do it, and when to do it.
* Employees have the complete big picture, about the entire company
and the industry, including the customers and the supply chain…
* The organization would need to be extremely values-driven, so that
everyone would know, without a doubt, the framework for decisions
and execution and what is expected of them by everyone else
* Extensive mutual respect, maturity, belief in the purpose and
collaborative peer reviews and consensus creation
* Leaders emerge naturally
* Is great for Emergent Strategy and companies in a Complex Dynamic
Rapidly Changing Environment
* Humility is a Virtue
*

11. * Conspiracy of Mediocrity & Free Riders
* Decision Paralysis
* Things might move slowly
* Broad Consensus Achievement & Arbitration
* Limited Crisis Manageability
* Lack of Strategy & Overwhelming Tactical/Incremental Focus
* Fairness, Disputes and Anarchy
* Needs High Level of Motivation in Employees
* Needs a Strong Culture, Values, Principles
* Needs High Talent and Skills to be Self Driven
* Conflicts of interest between groups in non-single function global companies
* Small businesses and Traditional Managers/Employees have an impossible time
relinquishing control
* Loudest Extroverts will mostly end up dominating Silent & probably more Talented
Introverts
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12. *

13. * Bottom Up Hierarchy
* Strong Culture & Homogenous Values
* Empower the ones with Knowledge and Expertise
* Coaching not Management
* Span of Influence and not Span of Control
* Social Peer Pressure to Perform and Be Judged
* High Motivation and Talent
* „Offstage‟ Management in the Modern Age
* “Don‟t manage me”, rather
* “Create an environment where I can be successful”
* Eliminates the Gotcha‟s and Risks of a Bossless Office, delivering all
its benefits and everything you couldn‟t do with a Bureaucratic
Management
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14. * Reduce the Management Fat
* Create the right Environment and Enablers
* Coach Coach Coach!
* Empower and…
* Get the hell out of their way!
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15. Aditya!!!
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