I remember there was a time, my ex-boss drew an org chart. A series of empty boxes with no names. In another sheet, she had a list of available employees names. Then, she started to fill the empty boxes with names from the list.
Some of those boxes were easy to fill – it was evident who belonged where. However, there were also boxes that remained glaringly empty, and names that didn’t seem to fit into any of them. It made me pause and think about how we often try to categorise people within organisations.
Here’s the question: What do we do when someone doesn’t neatly fit into a predefined box? Do we force them into a role that doesn’t suit them, or do we adapt and reshape the boxes or even create new boxes to accommodate them. Or (gasp) do we discard them altogether?
In my view, the key is to embrace flexibility in our organisational structures. People are complex, and their abilities often transcend the boundaries of traditional roles. It’s essential to recognise and harness their full potential rather than limiting them to predefined boxes.
Let’s encourage a workplace culture that values adaptability and flexibility, where individuals are recognised for their unique skills and given opportunities to flourish outside confined boxes. After all, it’s the diversity of talents and perspectives that drives innovation and success in any organisation.
Challenge the status quo. When others see chaos, we see potential instead.
#WorkforceManagement #OrganisationalCulture #AuntyHR
Think Outside Boxes with Me @Sim Ling KU
