The Spiral Trajectory

Management Culture

Management culture refers to refers to those values, within the organization, perceived as essential to manage staff and business activities effectively

Consulting experience has shown that the management culture can be strengthened in a staged process. The stages are defined by value-sets (called «Modes») that derive from the decision approaches.

The RATIONALIST asks: what are our aims?
and believes in: shared values.

The EMPIRICIST asks: what are the relevant facts?
and believes in: certain knowledge.

The PRAGMATIST asks: what can I easily do now?
and believes in: immediate necessary action.

The DIALECTICAL asks: what compromise satisfies the powerful groups?
and believes in: issue resolution.

The SYSTEMICIST asks: what leads to balanced development?
and believes in: inter-connections and evolution.

The STRUCTURALIST asks: who is accountable for this?
and believes in: accountability and control.

The IMAGINIST asks: what enables personal growth?
and believes in: aspirations and creative potential.

For more, see the matrix summary.

The natural sequence of Modes (value-sets) to be installed traces out a spiral trajectory of developmental Stages when plotted on the decision-making TET. The sets of values at each Stage cumulate. 

The Trajectory of Change in Brief

Culture starts from the Pragmatic Mode, which enables immediate necessary action. However, it soon becomes evident that some essential work is not getting done properly or at all, management is perceived as weak, and the work environment is chaotic.

Cycle-1: 
Stages 1 → 2 → 3 → 4 provide more and better control over activity.

ClosedDetails:

In Stage-2, values from the Structuralist Mode…

can ensure accountability for all work, efficient processes and order. But, over time, structures generate inter-departmental and inter-disciplinary conflicts.

So in Stage-3, values from the Dialectic Mode…

can enable issues to be gripped and satisfactorily resolved. If pressure for achievement continues, the organization finds itself trapped without direction. (Strong management becomes reduced to knocking heads together.)

So in Stage-4, values of the Rationalist Mode…

can provide shared values and organizational objectives, which then enable a more logical variety of pragmatic opportunism.

Cycle-1 concludes by re-entering pragmatism with a more logical form of opportunism.

Cycle-2: 
Stages 1 → 5 → 6 → 7 provide for reduced risk and greater effectiveness in achieving objectives.

ClosedDetails:

In Stage-5, values of the Empiricist Mode…

meet the demand for certain knowledge of the objective realities, through collecting data and specific investigation if need be. However, it is backward looking by nature.

So in Stage-6, values of the Imaginist Mode…

can orient everyone to using their creative potential and exploring their aspirations in regard to work.

Finally:
In Stage-7, values of the Systemicist Mode…

can  lead to recognition of the significance of social forces, relevant interactions and feedback, and provide for team learning.

Cycle-2 concludes by re-entering pragmatism with a far more focused and dynamic form of pragmatism.

ClosedPragmatism is the Key

» The full story is far more interesting than this summary, and it starts here.

Any Stage may take 6-18 months or more, so the time-scale for the full trajectory development in culture is measured in many years. This fosters a desire to force the pace.

Alternative ideas to strengthen the culture are shown in the diagram:

X: View of most general managers: just get more done!!!

Y: View of most consultants: plan and get people pulling together!

Z:  View of empirical advisors: computerize for control!

THEE firmly advises route A:  install sets of values progressively!

See common reactions of managers to the challenge posed by this framework.

Originally posted: 17-Jun-2011