“Loerarchy” is the opposite of hierarchy. It is the inverse – or its converse.
So if a hierarchy looks like this…
…a loerarchy (pronounced ‘LO-er-AR-kee’, rhymes with hierarchy) would look like this:
Management by loerarchy® means treating employees as if they are the ‘boss.’
According to management by loerarchy, in other words, employees are ‘in charge.’ Managers, on the other hand, see themselves as being subordinate to those they manage, as opposed to the other way around.
Any for-profit enterprise that chooses to organize itself as loerarchy stands to benefit in a variety of ways.
First, businesses that adopt loerarchical management practices are more profitable than those that continue to engage in traditional, command and control-style practices. They will prove more competitive than their hierarchically managed rivals.
Organizations that embrace management by loerarchy will alos find their employees to be…
- More motivated
- More productive
- More creative
- More flexible
- More willing to take the initiative
- More willing to accept responsibility
- More appreciative of their managers, and management’s efforts
…and easier to manage.
Furthermore, organizations that structure themselves as a loerarchy are better able to…
- Attract top candidates
- Retain high performers
- Anticipate and/or react to changes in the marketplace faster, and often more effectively than their competitors
- Maximize workforce productivity
Any business or workgroup that embraces loerarchy will also be more…
What management by loerarchy® means for managers
For managers, management by loerarchy means subordinating yourself to your employees.
Your function is not to direct, control, or otherwise tell your employees what to do. It is to listen to, and support those you manage.
Obey your employees, in other words. Don’t insist that they obey you. Allow them to make any decision they seem capable of, and/or are comfortable making, and then act on that decision, to the extent that’s possible. In fact, you’ll be at your best when you anticipate your employees needs and demands. And should workers prove unable to reach consensus on some important issue, as their manager, it is your responsibility to resolve such disagreements.
Give them what they want.
That is good management.
Why management by loerarchy® works
Management by loerarchy is not how most people conceive of the management role. We are far more accustomed to traditional, hierarchical management practices.
But management by loerarchy works based on the following calculus:
First, recognize that…
- People are your most important asset.
More than any other single factor, managers far and wide understand and appreciate that great people are the key to sustained organizational success. It’s not clever marketing, great products, or even low, low prices. Hardworking, motivated people, giving their all each and every day to do the best job that they can are the critical difference.
Not all employees necessarily perform at a high level. But it is generally understood that…
- Engaged employees outperform those who aren’t.
Employees who are enthusiastic about their work are more productive than their less motivated counterparts. More so than experience, skill, intelligence—even talent—job engagement is the decisive factor.
And what can managers do to better engage workers? According to the best available research, it’s to…
- Give employees what they want.
Generating the hoped for levels of enthusiasm in workers boils down to one thing, and one thing only: Give employees the things they need to do their jobs to the best of their ability. Managers are therefore at their best when they ask their employees what they want, and then give it to them, to the extent that’s possible. According to the best available research, this is the competitive advantage that will insure your organization outperforms its more poorly managed rivals.
What management by loerarchy® is NOT
Management by loerarchy does not mean doing everything your employees tell you to do.
Nor does it mean letting your employees run your business.
What management by loerarchy recognizes is that when you listen to your employees, they’re not really telling you what they want. They’re telling you what your customers (and other business stakeholders) want. Employees don’t need their managers to boss them around, or tell them what to do, in other words. They have somebody who does that already.
In most cases, it’s the consumer.
Your frontline employees are therefore your conduit to the market. By virtue of their proximity to, and interactions with, customers, suppliers, vendors, distributors, and other important marketplace actors, your employees will always be better informed—and therefore more knowledgeable decision-makers—than any manager could be. When you listen to, and act on what your employees have to say, your business is thus more likely to succeed. Management by loerarchy recognizes this.
And that is good management.
Interested in learning more about management by loerarchy® and how to implement it at your organization?
Arrange for a consultation by emailing your request to email@example.com.